A PROJECT REPORT ON EMPLOYEE MOTIVATION

EMPLOYEE MOTIVATION

AT

SYNDICATE BANK

R.BALASAIDULU

Hall ticket. No. : 226009672118

Project Submitted in partial fulfillment for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

by

Osmania University, Hyderabad - 500007

2009-2011

DECLARATION

I hereby declare that this Project Report titled EMPLOYEE

MOTIVATION Submitted by me to the Department of Business

Management, O.U., Hyderabad, is a bonafide work undertaken by me

and it is not submitted to any other University or Institution for the

award of any degree diploma/certificate or published any time before.

Name and Address of Student Signature of the Student

R.BALA SAIDULU,

NEWMARUTHINAGAR,

AMBERPET, HYDERABAD.

CERTIFICATION

This is to certify that the Project Report title EMPLOYEE

MOTIVATION Submitted in partial fulfillment for the award of MBA

programme of Department of Business Management, O.U. Hyderabad,

was carried out by R.BALA SAIDULU under my guidance. This has

not been submitted to any other University or Institution for the award of

any degree/diploma/certificate.

Name and address of the Guide Signature of the Guide

Mrs.K.Vijaya Rani,

Assistant Professor,

TKRIMS.

ABSTRACT

The study is about Employee Motivation, which refers to motivate the

employees at work place. The study is to find out whether the employees are

satisfied with the motivational methods of SYNDICATE BANK and what are the

strategies adopted by the organization to retain employees.

The research methodology used in this study is both descriptive and

exploratory. Exploratory research was conducted by colleting secondary data such

as previous records, websites, books, magazines, journals, articles. The descriptive

research was conducted through direct interviews questionnaire with respondents.

Research design was undertaken to access the employees of SYNDICATE BANK.

The respondents are employees of SYNDICATE BANK in chikadapally branch.

The sample size was 50. The data was analyzed by cross tabulation, pie charts, and

bar charts, Chi-square test.

Ultimately most of the employees are satisfied with the Employee Motivation

system. And the strategies and practices adopted by the organization are good.

ACKNOWLEDGEMENTS

I avail the opportunity to thank the people with whom I have been associated in successful completion of the Project. I had a great experience, pleasure and immense satisfaction while performing this Project.

I express my sincere thanks to Shri. Mr. M. Narasimha Rao , Sr. Branch manager, for giving me an opportunity to pursue my MBA final semester project work in SYNDICATE BANK.

I would also like to extend my note of thanks to my project external guide Shri . Mr.Srikanth Asst manager, He provided the necessary guidance, facilities and helpful suggestions in completing my project in all aspects. I would like to acknowledge the importance of the staff and other members of SYNDICATE BANK.

My special thanks to Mr.Vara Prasad Reddy Director&Professior TKR Institute of management & science and Mr.J.Senthil Program Coordinator of MBA Department,and all the staff for their support and valuable suggestions.

I would also like to express my gratitude to my internal guide Mrs.K.Vijaya Rani Assistant Professor of TKR Institute of management & science under whose guidance and encouragement this project has been pursued successfully

R.BALASAIDULU

Table of Contents

CONTENTS PAGE NUMBERS

List of Tables

List of Figures

1. INTRODUCTION

2. REVIEW OF LITERATURE

3. THE COMPANY\

4. DATA ANALYSIS &PRESENTATION

4.1 Presentation and Analysis

4.2 Interpretations

5. SUMMARY & CONCLUSIONS

6. BIBLIOGRAPHY

7. APPENDICES

Appendix – Questionnaire

iii

1

7

21

33

50

53

54

LIST OF TABLES

S.NO

T. No. TABLE Page No.

12345

6

789101112

13141516

17

18

3.13.2

4.1.14.1.24.1.3

4.1.4

4.1.54.1.64.1.74.1.84.1.94.1.10

4.1.114.1.124.1.134.1.14

4.1.15

4.1.16

Board of directors Key ExecutivesThe type of incentives motivate the employee moreChi-square test-IThe factors which De-motivates the employee at work placeSatisfaction of employees with the incentives provided by org.Effect of employee job on employee skills and abilitesIncentives and other benefits influence performanceInterest of management on motivation of employeeManagement decisions in Employee departmentEnthusiasium of employees at workEncouragement of employees for doing work in better wayPromotion of employees at work in the last six monthsRecognization of employees workRank the factors which motivates employee mostEmployees nomination for training and development programManagement feedback to employees to solving work related problemsSatisfaction of employees with their job

3131333436

37

3839404142

43

44454647

48

49

i

LIST OF FIGERS

S.N Fig.No FIGERS Page No.

O

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

4.1.a

4.1.b

4.1.c

4.1.d

4.1.e

4.1.f

4.1.g

4.1.h

4.1.i

4.1.j

4.1.k

4.1.l

4.1.m

4.1.n

4.1.o

The type of incentives motivate the employee more

The factors which De-motivates the employee at work

place

Satisfaction of employees with the incentives provided

by org.

Effect of employee job on employee skills and abilites

Incentives and other benefits influence performance

Interest of management on motivation of employee

Management decisions in Employee department

Enthusiasium of employees at work

Encouragement of employees for doing work in better

way

Promotion of employees at work in the last six months

Recognization of employees work

Rank the factors which motivates employee most

Employees nomination for training and development

program

Management feedback to employees to solving work

related problems

Satisfaction of employees with their job

33

36

37

38

39

40

41

42

43

44

45

46

47

48

49

ii

CHAPTER: 1INTRODUCTION

INTRODUCTION

Human beings are a resource to an organization. Like another resource they represent an

investment whose development and utilization require proper managing. There is a fundamental

trust the people are organization’s most important assets.

Performance results from the interaction of physical, financial and human resource.

The first two are inanimate; they are translated into “productivity” only when human element is

introduced. In dealing with employees, however an intangible factor of will, violence or freedom

of choice is introduced, and workers can increase or decrease their productivity as they choose.

This human quality gives rise to need for motivation.

Motivation is one of the most important factors affecting human behavior. Motivation

not only affects other factors like perception and Learning but also affect the total performance

of an individual in organizational setting. This is the reason why managers attach great

importance to motivation in an organization.

At one time, employees were considered just another input into the production of goods

and services. What perhaps changed this way of thinking about employees was reached, referred

to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932(Dickson, 1973). This

study found employees are not motivated solely by money and employee behavior is linked to

their attitudes (Dickson, 1973)

The Hawthorne studies began the human relations approach to management, where by

the needs and motivations of employees become the primary focus of managers (Bedeian, 1993).

RESEARCH PROBLEM

The research problem in this study is associated with the motivation of employees of

SYNDICATE BANK. There are a variety of factors that influence a person’s level of motivation.

Some of these factors include

1. The pay and benefits

2. The perceived fairness of promotion system within a company

3. Quality of the working conditions

4. Leadership and social relationships

5. Employee recognition

6. Job security

7. Career development opportunities etc.

motivated employees are a great asset to any organization. It is because the

motivation and Job Satisfaction is clearly linked. Hence this study is focusing on the employee

motivation in the organization.

SIGNIFICANCE OF THE STUDY:

The study is intended to evaluate motivation of employees in the organization. A good

motivational program 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

individual’s 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.

This study helps the researcher to realize the importance of effective employee

motivation. This research study examines types and levels of employee motivational programs

and also discusses management ideas that can be utilized to innovate employee motivation. It

helps to provide insights to support future research regarding strategic guidance for organizations

that are both providing and using reward/recognition programs.

OBJECTIVES OF THE STUDY:

1. To analyze and examine the effectiveness of Motivation Programmes in

SYNDICATE BANK

2. To study the effect of monetary and non-monetary benefits provided by the organization

on the employee’s performance.

3. To study the effect of job promotions on employees.

4. To study the employee’s opinion on the Motivation in SYNDICATE BANK

LIMITATIONS OF THE STUDY:

The project is done for the period of 45 days the information gathered may not be cent

percent accurate and thus have the following limitations.

1. This study covers those employees who are working at SYNDICATE BANK.

2. The understand and knowledge may vary from person to person. The replied gives by the

respondents are taken for granted, though they are not uniform.

3. Since names are mentioned in most of questionnaires, most of the employees answered

favorable to the company. This might have led to wring finding in the study.

4. The interpretation being based on percentage method is not definite.

5. The report is subjects to changes with fast changing scenario.

METHODOLOGY:

SCOPE:

1. The study is aimed at finding out the employees opinions of SYNDICATE BANK.

2. The research as taken up 50 samples for study.

3. The information obtained from the primary and secondary data was limited to

SYNDICATE BANK.

4. The study is restricted to a particular area (Hyderabad, Chikkadapally).

Sample Design

A sample design is a finite plan for obtaining a sample from a given population. Simple

Random sampling is used for this study.

Sample Size

Number of the sampling units selected from the population is called the size of the

sample. Sample of 50 respondents were obtained from the population.

Sources of Information:

The data were collected through Primary and secondary sources.

Primary Source:

The primary sources are discussion with employees, data’s collected through

questionnaire.

Secondary Source:

The secondary data mainly consists of data and information collected from records,

companywebsites and also discussion with the management of the organization. Secondary data

was also collected from journals, magazines and books.

Questionnaire:

A well defined questionnaire that is used effectively can gather information on both

overall performance of the test system as well as information on specific components of the

system. A defeated questionnaire was carefully prepared and specially numbered. The questions

were arranged in proper order, in accordance with the relevance.

Tools and Techniques:

Chi-square test is used to test the hypothesis and draw inferences

CHAPTER: 2

LITERATURE REVIEW

INTRODUCTION

Rensis Likerthas called motivation as 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.

The concept of motivation:

The word motivation has been derived from motive which means any idea, need or

emotion that promots a man into action. Whatever may be the behavior of man, there is some

stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive can

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.

Meaning of motivation:

Motivation has been variously defined by scholars. Usually one or more of these words

are included in the definition: desires, wants, aims, goals, drives, movies and incentives.

Motivation is derived from the Latin word ‘Move on’ which means “to move”.

Human motives are internalized goals within individuals. A motive is an inner state that

energies activates, or moves and directs or channels behavior towards goals.

Definition:

1. Motivation is the complex forces starting and keeping a person at work in the

organization.

2. Motivation is the various drives within or environmental forces surrounding individual

that stimulate or attract them in a specific manner.

3. Motivation is the art of understanding motives satisfying them to direct and sustain

behavior towards the accomplishment of organization goals.

4. Motivation is the process of operating organizational conditions which will impel

employees of any emotion or desire operation one’s will and prompting or driving at it to

action.

Motivation consists of the three interaction and interdependent elements of needs, drives

and goals.

Needs:

These are the deficient, and create whenever there is a physiological or psychological

imbalance.

Drive or motives:

These are set to alleviate needs. These are action oriented and provide an energizing

thrust toward goal accomplishment. They are the very heart of the motivation process.

Goal:

Goals are anything which will alleviate a need and reduce a drive.

Nature of motivation:

Following are some of the characteristics of motivation derive from the definitions

given by various authors.

1. Based on motives: Motivation is base on individuals motive which are internal to individual.

These motives are in the form of feeling that the individual lacks something.

2. Goal directed behavior: Motivation Leads to goal directed behavior. A goal directed

behavior is one which satisfied the causes for which behavior takes place. Motivation has

profound influence on human behavior.

3. Related to satisfaction: Motivation is related to satisfaction. Satisfaction is refers to the

contentment experiences of an individual which we derives out of needs fulfillment.

4. Complex process: Motivation is a complex process; complexity emerges because of the

nature if needs a types of behavior that need attempted to satisfied those needs.

Significance of Motivation:

Motivation involves getting the members of the group to pull weight effectively, to give

their loyalty to the group, to carry out properly the purpose of the organization. The following

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 labor’s 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.

Types of needs:

There are many needs which an individual may have and there are various ways in which

may be classified? Needs may be natural, biological phenomenon in an individual or these may

develop over the period of time through learning. Thus, need may be grouped into 3 categories:

1. Primary need

2. Secondary need

3. General needs

1) Primary needs: These are also known as physiological, biological, basic, or unclear needs.

These needs are common in human beings through their intensity differs.

2) Secondary needs: As contrast to primary needs, these are not natural but are learned by the

individual through experience and interaction. Emergency of these needs depends in learning.

3) General needs: Through a separate classification for general needs is not always given, such

a category seems necessary because there are a number of needs which lie in the grey area

between the primary and secondary needs. In fact, there are certain needs such as need for

competence, curiosity, manipulation, affection, etc.

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 McClelland’s

Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need hierarchy

or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vroom’s Expectation Theory,

Two factor Theory.

McClelland’s Achievement Need Theory:

According to McClelland there are three types of needs

Need for Achievement (n Ach):

This need is the strongest and lasting motivating factor. Particularly in case of persons

who satisfy the other needs. They are constantly pre occupied with a desire for improvement and

lack for situation in which successful outcomes are directly correlated with their efforts. They set

more difficult but achievable goals for themselves because success with easily achievable goals

hardly provides a sense of achievement.

Need for Power (n Pow):

It is the desire to control the behavior of the other people and to manipulate the

surroundings. Power motivations positive applications results in domestic leadership style, while

it negative application tends autocratic style.

Need for affiliation (n Aff):

It is the related to social needs and creates friendship. This results in formation of

informal groups or social circle.

Behavioral Modification Theory:

According to this theory people behavior is the outcome of favorable and unfavorable

past circumstances. This theory is based on learning theory. Skinner conducted his researches

among rats and school children. He found that stimulus for desirable behavior could be

strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this

theory may be found in the installation of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward

incase of low standard work may also produce the desired result. However, researches show that it

is generally more effective to reward desired behavior than to punish undesired behavior. The

water but you cannot force it to drink; it will drink only if it's thirsty - so with people. They will

do what they want to do or otherwise.

Abraham Maslow 's hierarchy of human needs :

This theory is the most widely discussed theory of motivation.

The theory can be summarized as thus:

Human beings have wants and desires which influence their behavior; only

unsatisfied needs can influence behavior, satisfied needs cannot.

Since needs are many, they are arranged in order of importance, from the basic to

the complex.

The person advances to the next level of needs only after the lower Level need is

at least minimally satisfied.

The further the progress up the hierarchy, the more individuality, humanness and

psychological health a person will show.

The needs, listed from basic (lowest, earliest) to most complex (highest, Latest) are as

follows:

Self actualization

Self esteem

Social

Safety & security

http://en.wikipedia.org/wiki/Maslow's_hierarchy_of_needs

http://en.wikipedia.org/wiki/Abraham_Maslow

Physiological

J.S Adams Equity Theory :

Employee compares her/his job inputs outcome ratio with that of reference. If the

employee perceiv es inequity, she/he will act to correct the inequity: lower productivity, reduced

quality, increased absenteeism, voluntary resignation.

Vroom’s Expectation Theory:

Vroom’s theory is based on the belief that employee effort will lead to performance and

performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The

more positive the reward the more likely the employee will be highly motivated. Conversely, the

more negative the reward the less likely the employee will be motivated.

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.

Types of motivation:

There are 2 types of motivation. They are

1. Positive motivation.

2. Negative motivation.

Positive motivation is a process of attempting to influence others to do your will through the

possibility of gain or reward. Incentive motivation is the pull mechanism.

Negative motivation or fear motivation is based force or fear. Fear causes person to act in a

certain way because they are afraid of the consequences if they don’t Fear motivation is the push

mechanism.

The objective of motivation is to create condition in which people are willingly to work with

zeal, initiative, interest and enthusiasm, with a high personal and group.

Moral satisfaction with a sense of responsibility, loyalty and discipline and with pride and

confidence in a most cohesive manner so that the goal of an organization are achieved

effectively.

EMPLOYEE MOTIVATION IN THE WORK PLACE:

The job of a manager in the workplace is to get things done through employees. To do

this the manager should be able to motive employees. To understand motivation one must

understand human nature itself. Human nature can be very simple, yet very complex too. An

understanding and appreciation of this is a prerequisite of effective employee motivation in the

workplace and therefore effective management and leadership.

Motivation is the key to performance improvement:

Performance is considered to be a functional improvement:

Job performance =f (ability) (motivation)

Ability in turn depends on education, experience and training and its improvement is a

slow and long process. On the other hand it can be improved quickly. As a guideline, there are

broadly 7 strategies for motivation.

Positive reinforcement

Effective discipline and punishment

Treating people fairly

Satisfying employee needs

Setting work related goals

Restructuring job

Based rewards on job performance

Basic principles to remember by manager for motivating employees:

1. Motivating employees starts with motivating yourself

2. Always work to align goals of the organization with goals of employees

3. Key to support the motivation of your employees understands what motivates each of

them.

4. Recognize that supporting employees motivation is a process, not a task.

5. Support employee’s policies by using motivation by organization systems.

Worker motivation must also be viewed from 2 perspectives:

1. Inner drive

2. Outer (external) motivators.

A person’s inner drives push and propel him/her towards an employer, a particular job,

career, line of study, or other activity. The outer (external) motivators are the mirror image the

employer or outside world offers in response to the inner drives. In order to attract the “cream of

the crop” of available workers, same as in his/her dealings with customers, the employer not only

tries to satisfy these basic needs individual workers have.

Most workers need to:

1. Earn wages that will enable them to pay for basic necessities and additional luxuries such

as the purchase of a home, or travel

2. Save for and enjoy old age security benefits

3. Have medical and other insurance coverage

4. Acquire friends at work

5. Win recognition

6. Be acknowledge and rewarded for special efforts and contributions

7. Be able to advance in life and career-wise

8. Have opportunities for self-development

9. Improve their skills, knowledge, and know-how

10. Realize their ideal(s)

The employer responds to those needs by offering and providing:

1. Employment

2. Adequate pay

3. Assistance to workers for their special needs (such as child care arrangements,

transportation, flexible work schedule).

4. Job security

5. Clear company policies

6. Clear and organized work procedures

7. A safe work environment

8. Medical coverage and other benefits

9. An atmosphere of team work and cooperation

10. Social activities

11. Reward and recognition programs

12. Open lines of communication programs

13. Systematic feedback

14. Motivation programs

15. Opportunities for promotion

16. Company/business information

17. Information on customer feedback

18. Sharing of company goals and objectives

19. Information on the market situation and industry

20. Future expectations

It is important that the employer discover other extraordinary needs applicants have before

hiring them and know beforehand whether she/he can satisfy those needs or not. An employee

may have:

Family responsibilities and be unable to work shifts, over time, or weekends.

Heavy financial responsibilities which he/she can meet only by working at 2 jobs, leading

to exhaustion, “sick leave”, a deficient work performance

A desperate financial need for additional overtime and weekend remuneration

Premature expectations of swift promotions.

In addition to needs and drives, workers have expectations from their employer-they

expect:

A knowledgeable, experienced, expert employer

Clear and fair policies, procedures, and employment practices

Business integrity

Clear job description

Two-way communication

Effective management and supervision

Positive discipline

Good company repute

Good customer relations

Company survival

Opportunity for personal growth

Company growth

A share in the company’s success.

Most of these needs, expectations and aspirations are unexpressed-it is up to the employer to

develop a good system of company communications, employee relations, Motivation that will

lead to an environment of openness, cooperation, team work, and motivation that will benefit all

the parties involved.

Motivational methods:

1. Building confidence:

Facing a challenge, meeting it and mastering it help build confidence.

2. Team building:

Team unite and work together when they identify a common purpose whether the aim is

the tallest tower made out of newspaper, or a game of rounder’s on the park. Competition in

teams or groups creates teams and ignites team effort

3. Coaching and Training:

Games and activities provide a perfect vehicle for explaining the Motivation process

(‘train the trainer’ for example) to managers, team leaders and trainers.

4. Personal motivation style and learning:

Everyone is different. Taking part in new games and activities outside of the work

situation illustrates people’s different strengths and working style preferences. Mutual respect

develops when people see skills and attributes in others that they didn’t know existed.

5. Continual development:

Introducing people, staff or employees to new experiences opens their minds to new

avenues of personal development, and emphasizes the opportunity for continuous learning that is

available to us all.

6. Improving empathy and communications for motivation

To communicate we must understanding the other person. Empathy and intuitive skills

are right-side brain of the brain, which we use when we communicate and understand others.

Team activities and games promote communications and better mutual understanding-essential

for good organizational performance.

CHAPTER: 3

THE COMPANY

INTRODUCTION

SYNDICATE BANK was established in 1925 in Udupi, the abode of Lord Krishna in coastal

Karnataka with a capital of Rs.8000/- by three visionaries - Sri Upendra Ananth Pai, a

businessman, Sri Vaman Kudva, an engineer and Dr.T M A Pai, a physician - who shared a

strong commitment to social welfare. Their objective was primarily to extend financial assistance

to the local weavers who were crippled by a crisis in the handloom industry through mobilizing

small savings from the community. The bank collected as low as 2 annas daily at the doorsteps

of the depositors through its Agents under its Pigmy Deposit Scheme started in 1928. This

scheme is the Bank's brand equity today and the Bank collects around Rs. 2 crore per day

under the scheme.

The progress of Syndicate Bank has been synonymous with the phase of progressive

banking in India. Spanning over 80 years of pioneering expertise, the Bank has created for itself

a solid customer base comprising customers of two or three generations. Being firmly rooted in

rural India and understanding the grassroot realities, the Bank's perception had vision of future

India. It has been propagating innovations in Banking and also has been receptive to new ideas,

without however getting uprooted from its distinctive socio-economic and cultural ethos. The

Bank has been operating as a catalyst of development across the country with particular

reference to the common man at the individual level and in rural/semi urban centers at the area

level. The Bank is well equipped to meet the challenges of the 21st century in the areas of

information technology, knowledge and competition. A comprehensive IT plan is being put in

place and the skills and knowledge of the Bank's personnel are being upgraded through a variety

of training programmes to promote customer delight in every sphere of its activity. The Bank has

launched an ambitious technology plan called Centralized Banking Solution (CBS) whereby 500

of our strategic branches with their ATMs are being networked nationwide over a 4 year period.

MEMORABLE MILESTONES IN A 82-YEAR JOURNEY

Growing Far And Wide :

1925 On 10.11.1925, the business of the Bank commenced in Udupi with the name "Canara

Industrial and Banking Syndicate Ltd.," a joint Stock Company with just one employee.

1928 First branch of the Bank opened at Brahmavar in Dakshina Kannada District

1937 Bank became a member of the Clearing House for the first time at Bombay.

1946 29 branches opened in a single day in rural areas.

1953 Took over the assets and liabilities of 2 Local Banks viz. Maharashtra Apex Bank Ltd. and

Southern India Apex Bank Ltd. 20 Banks merged with the Bank during the period 1953-

1964.

1957 100th branch opened at Ilkal in Karnataka

1962 Entered Foreign Exchange business by opening Foreign Exchange Department at Bombay.

1963 Name of the Bank changed from "Canara Industrial & Banking Syndicate Ltd." to

"Syndicate Bank Limited". Head Office was shifted to Manipal on 19.4.1964.

1966 Economic Research Department set up. One of the first few Banks to emphasize on

research in Banking even before nationalization.

1969 Bank had 306 branches at the time of nationalization of which 66% were in Rural and

Semi Urban centers. Opened a branch at Port Blair in Andaman and Nicobar islands

1970 First Staff Training College started at Head Office

1971 First specialized branch in Foreign Exchange opened at Delhi.

1972 Opened a branch at Lakshadweep islands

1976 First overseas branch opened at London on 17.8.76.

1983 Took up management of Al Shabei Finance and Exchange Co. in Doha

1984 Took up management of Musandam Exchange Co. in Muscat

1984 1000th branch opened at Delhi Hauz Khas

1989 1500th branch opened at Kanakumbi

1991 First Specialized Industrial Finance Branch opened at Mumbai.

1995 First Specialized Housing Finance Branch opened at Mangalore

1999 Bank raised Capital of Rs.125 Crore in Oct.1999 from more than 4 lakh shareholders

2000 First Specialized Capital Market Services branch opened at Mumbai

2001 First branch under CBS (Core Banking Solution) started operation at Bangalore.

2002 Centralized Banking Solution under the brand name "Syndicate-e-banking" launched at

Delhi, Mumbai, Bangalore and Manipal.

2003 Bank enters into MOU with Bajaj Allianz for distribution of Life Insurance products.

2003 Toll Free Voice Mail System for redressal of grievances introduced.

2004 Bank ties up with United India Insurance Co. Ltd. for distribution of Non-Life Insurance

products

2004 Utility bill payment services through Internet banking introduced.

2005 Introduced On-line reservation of Railway Tickets through Indian Railway Catering &

Tourism Corporation Ltd. (IRCTC) for Internet banking customers of our Bank.

2005 Bank approached the Capital Market with Rs.5 Crore equity shares at a premium of Rs.40

through Book building route Bank collected Rs.250 Crore and the issue was

oversubscribed by 29.275 times.

2005 Amalgamation of 4 Regional Rural Banks of Karnataka to form Karnataka Vikas

Grameena Bank with Head Office at Dharwad.

2005 Implementation of Venture Capital Scheme of SMALL FARMERS AGRI-BUSINESS

CONSORTIUM (SFAC) Entered into MOU with SFAC for promoting of investments in

Agri-business products.

2006 Bank signs MOU with M/s.CMC Ltd., for making Syndicate Institute of Bank

Management (SIBM) a center of excellence of global standards and provide quality

management education.

2006 500th Branch of SyndicateBank in Karnataka opened at Navnagar, Bagalkot.

2006 2000th Branch of SyndicateBank opened at Tondiarpet, Chennai on 23.03.2006.

2006 Inauguration of SyndBank Services Limited, the 1st BPO outfit of a Nationalised Bank, a

wholly owned subsidiary of SyndicateBank & 525th CBS Branch by Hon'ble Union

Minister of Finance, Sri P Chidambaram on 24.03.2006 at Bangalore.

2006 2006th Branch of Syndicate Bank opened at Gangtok, Sikkim on 27.03.2006

2006 First Branch opened in Arunachal Pradesh at Ita Nagar on 16th October 2006

2006 Branches opened for the first time in 19 additional districts

2007 First Branch opened in Nagaland at Dimapur on 17.03.2007

2007 First Branch opened in Mizoram in Aizawl on 29.03.2007

2007 Branches opened for the first time in 13 additional districts

2008 First Branch opened in Tripura at Agarthala on 11.01.2008

2008 Branch network expanded to all States and UTs except Manipur & Daman Diu

2008 Branches opened for the first time in 6 new districts

Pigmy Deposit Scheme - Bank's Brand Equity :

Launched in 1928 by Dr.T.M.A.Pai, one of the Founders to encourage the habit of thrift

and small savings. Pigmy Scheme symbolises the description of the Bank as "a small

man's big Bank" even today.

Bank collects as low as Rs.5 daily for 72 months at the doorsteps of 10.36 lac depositors

through its more than 4000 Pigmy agents.

Pigmy deposits of the Bank crossed Rs.1800 crore.

Nationalization - Bank's Catalytic Role:

1961 Industrial Finance Department was set up to encourage advances to Small Industries and

Entrepreneurs in keeping with the policy of assisting the common man.

1968 Bank's commitment to the philosophy of social lending since inception provided the spark

for introduction of social control measures in the country . 32% of the Bank's branches

were in rural areas as against 22% for the entire Banking system.

1969 Bank was nationalised on 19th July 1969. Bank was acknowledged as a live example of

mass banking and as a powerful catalyst of social change. Nationalisation therefore merely

meant change of ownerhsip.

1995 Established Hi Tech Agriculture Branches

Pioneer In Rural Development :

1926 Established in a rural milieu to financially assist handloom weavers

1964 First Bank to venture into agricultural financing when the Banking system considered it

risky and unconventional.

1966 Promoted Syndicate Agriculture Foundation - a voluntary organisation of farmers - to

disseminate scientific farming techniques.

1967 Agri Card - a ready credit facility for farmers - launched.

1973 Bio Gas finance scheme introduced in collaboration with Khadi and Village Industries

Commission to popularise non conventional source of energy. Farm Clinics established.

1974 Syndicate Farmers' Service Society was organised by the Bank in Hiriadka in South

Kanara based on the recommendations of the National Commission on Agriculture.

1975 Sponsored the country's first Regional Rural Bank - Prathama Bank opened on 2.10.1975 -

in Moradabad in U.P. Bank has so far sponsored 10 such RRBs which are all profit making

and act as trend setters in energising the rural economy. After amalgamation there are now

5 Grameena Banks in 5 states, covering 30 districts

1982 Jointly sponsored the first RUDSETI (Rural Development and Self Employment Training

Institute) at Ujire in Dakshina Kannada (Karnataka). There are 23 such Institutes in 14

States today providing free entrepreneurship training to unemployed youth. Intensive

Rural Development branches established.

1989 Bank adopted Service Area Villages to bring about alround development.

1998 Kisan Credit Card launched

2000 In commemoration of Platinum Jubilee, Syndicate Rural Development Trust established

(to mark the Platinum Jubilee of the Bank) for pursuing rural development initiatives with

initial corpus of Rs. 50 lacs. Opened 8 Rural Enterpreneurship Development Institutes at

Manipal, Kumta, Bellary, Belgaum, Moradabad,Kadapa,Kurnool and Kollam. Scheme for

financing Solar Water Heating system Launched.

2001 Syndicate Laghu Udyami Credit Card launched.

2003 SSCC: Synd Swarozgar Credit Card- A new product for financing Small Artisans,

Handloom weavers, Fisherman, Service sector, Self employed persons, Rickshaw owners

and other Micro entrepreneurs to meet working capital or block capital or both and also

consumption needs has been launched.

2004 SKSCC: Syndicate Kissan Samrudhi Credit Card- A new product launched for meeting

production and investment credit needs of farmers for agriculture & allied activities and

also to meet their consumption requirements.

2005 Scheme for financing Commercial Horticulture Projects under the schemes of National

Horticulture Board has been launched to encourage farmers to go in for diversification in

agriculture essential for increasing their income level. Scheme for financing SC/STs for

rainwater harvesting has been launched.

2006 SyndicateGeneralpurposeCreditCardlaunched.

Scheme for financing tenant farmers: Two separate schemes have been launched to

provide need based credit to tenant farmers through Joint Liability Group (JLG) approach

as well as individual approach.

2007 "SyndSmallCredit"- an innovative scheme with doorstep banking facility to provide

need-based credit to entrepreneurs of small means. The product part of financial inclusion,

by bringing all eligible entrepreneurs into bank's fold."Financial Inclusion:" Launched a

campaign to achieve 100% financial inclusion. A booklet containing comprehensive

guidelines to augment the process of total financial inclusion released."Water

Conservation initiatives:" To promote Water Management and conservation measures

among the villagers, Bank started initiatives for clearing and cleaning of village ponds in

the selected service area villages.

TECHNOLOGY INITIATIVES

1965 Installed first Data Processing machine at the Head Office.

1985 ALPMs introduced

1987 In House Computer at H.O. upgraded to ICIM 6000/40

1991 Established connectivity to SWIFT

1993 First totally computerized branch made operational at Nehru Place Delhi

1995 E-Mail facility introduced at 26 branches

1996 First Tele banking facility introduced at South Block Branch New Delhi

1996 First ATM installed at Gandhi Nagar, Bangalore.

1997 Bank's website launched

1998 Joined Indian Financial Network (INFINET) and VSAT Network

2001 Centralized Banking Solution (CBS) under the brand name "Syndicate-e-banking"

launched

2004 Internet Banking launched as one more Delivery Channel for CBS customers

2005 Syndicate-e-banking extended to 245 Branches/Offices as at 31.03.2005 covering 105

centers Synd Bill Pay Scheme & Excise and Service Tax payments scheme launched

through Internet Banking

2006 Syndicate-e-Banking Branches/Offices extended to 529 in 212 centers as at 31.03.2006

2007 CBS Branches/Offices increased to 1508 in 801 centers and covering 91% of Bank's

business as at 31.03.2007

101BranchescutovertoCBSonasingleday

51 ATMs commissioned on a single day

2008 CBS Branches/Offices increased to 1829 in 1033 centers. The business under CBS rose to

over 95% as at31.03.2008

SMS Banking launched during January 2008

Awards Won By The Bank Over The Years

1972 INDIAN MERCHANTS' CHAMBER AWARD for outstanding contributions towards

welfare of community

1974 INDIAN MERCHANTS CHAMBER AWARD for outstanding contribution in promotion

of savings

1975 FICCI AWARD For outstanding achievements in agriculture

1975 LAGHU UDYOG SAHAKARI AWARD by the national alliance of young entrepreneurs

for bank's significant contributions to the development of small scale industries and

assistance to the young entrepreneurs through self employment clinics

1975 INTERNATIONAL AWARD by JAYCEE INTERNATIONAL for self employment

1975 FICCI AWARD in recognition of corporate initiative in industrial relations

1975 CERTIFICATE OF MERIT for Bank's house journal "GIANT"

1976 INTERNATIONAL AWARD by JAYCEE international for outstanding contribution to

the cause of the JAYCEE movement

1977 ASSOCHAM AWARD for promotion of rural and agricultural activities of Syndicate

Agriculture Foundation sponsored by the bank

1978 INDIAN MERCHANTS CHAMBER AWARD for outstanding contribution towards

welfare of the community

1978 NATIONAL TROPHY For outstanding export performance

1981 NATIONAL INVESTMENT AND FINANCE AWARD for Priority Sector lending.

1990 CHAUDHARI CHARAN SINGH MEMORIAL NATIONAL AWARD for Rural

Development

1999 FICCI AWARD for institutional initiative in the field of "Rural Development" to

RUDSETI jointly sponsored by Syndicate Bank

2001 Banking Technology Award for innovative use of Banking Applications on INFINET

awarded by IDRBT, Hyderabad

2003 Banking Technology Award conferred on Syndicate Bank by IDRBT, Hyderabad for 2003

2006 "Special Award for Use of IT for Customer Service in Semi-Urban and Rural Areas",

conferred by IDRBT, Hyderabad for 2006

2006 Best Core Banking Project Award for Large Banks in 2006 awarded by The Asian Banker

2009 Best Performer award by NABARD for Highest Average Loan Size under SHG -Bank

linkage programme among commercial banks operating in Karnataka.

MANAGEMENT TEAM:

Board of Directors

S.No Name Designation

1 Mr. Basant Seth Chairman and Managing director

2 Mr. A S Rao Director

3 Mr. Bhupinder Singh Suri Director

4 Mr. Hindupur Pradeep Rao Director

5 Mr. Ramesh L Adige Director

6 Mr. M Bhaskara Rao Director

7 Mr. A R Nagappan Director

8 Mr. Narendra L Dave Employee Director

9 Mr. Dinkara S Punja Employee Director

10 Mr. Ravi Chatterjee Executive Director

11 Mr. V K Nagar Executive Director

(Table 3.1)

Key Executives

S.No Name Designation

1 Mr. Basant Seth Chief Executive Officer

2 Mr. R Ravi Company Secretary &

Compliance Officer

3 Mr. S K Abrol GM (Accounts) & CFO

(Table 3.2)

Rate of Interest, Charges & Fees at a glance:

Rate of Interest - Deposits

To know Domestic Deposit Interest Rates (latest)

Please take a print of Account Opening Form - Common for all types of Domestic

Deposit accounts

Non-resident (External) Rupee Accounts (NRE A/cs.) - For Interest Rates Click NRE A/c

Foreign Currency Non-resident Accounts (FCNR(B) A/cs) -- For Interest Rates Click

FCNR (B)

For premature withdrawal of term deposits, the interest will be paid at the rate applicable

to the period for which the deposit remained with the Bank or at contracted rate

whichever is lower, less penalty, as under :

==============================================

Before completion of 15 days : No interest payable

After completion of 15 days, : 1% upto and including one year

After completion of 1 year : 0.5%

===============================================

CHAPTER: 4

DATA ANALYSIS

AND

INTERPRETATIONS

1. Which type of incentives motivates you more?

a) Monetary incentives

b) Non-financial incentives

c) Both

(Table 4.1.1)Particulars No. of

RespondentsPercentage

Monetary incentives 15 30Non-financial incentives 9 18Both 26 52Total 50 100

Monetary incentives Non-financial incentives Both0

10

20

30

40

50

60

30%

18%

52%

(Chart 4.1.a)

4.2.1 INTERPRETATION:

The table shows that 52% of the respondents are expressing that both financial and non-

financial incentives will equally motivate them, 18% are expressing non-financial incentives

motivates and 30% respondents says we only motivated through monetary incentives only.

Computation of Chi-square on the types of incentives motivates employees:

Null hypothesis (Ho): there is no significance difference between two departments i.e.

Human Resource and Finance department.

OBSERVED

VALUES:

EXPECTED VALUES: Row total* column total

Grand total

S.NOORIGINAL

VALUE EXPECTED VALUE (Oi-Ei) (Oi-Ei)2 (Oi-Ei)2/Ei1 6 5.7 0.3 0.09 0.022 3 3.42 -0.42 0.18 0.063 10 9.88 0.12 0.01 04 9 9.3 -0.3 0.09 0.015 6 5.58 0.42 0.18 0.986 16 16.12 -0.12 0.01 0.23

TOTAL 1.43

Departments

Monetarey

Incentives

Non-Financial

Incentives Both Total

HR 6 3 10 19

Finance 9 6 16 31

Total 15 9 26 50

(Table 4.1.2)

χ2 calculated = 1.43

Tabulated value of χ2 for 2 degree of freedom at 5% level of significance is 5.488 (χ2 tabulated

= 5.488).

Conclusion :

Since, χ2 calculated value is less than χ2 tabulated value (χ2 cal< χ2 tab),

therefore null hypothesis (Ho) is accepted at 5% level of significance and we may conclude that

two departments i.e. (Human Resource and Finance) do not differ significantly.

2. What factor De-motives you at work place?

a) Job profile

b) Company policy

c) Work environment

(Table 4.1.3)Particulars No. of Respondents Percentage

Job profile 14 28Company policy 16 32Work environment 20 40Total 50 100

Job profile Company policy Work environment

0

5

10

15

20

25

30

35

40

45

28%

32%

40%

(Chart 4.1.b)


The table shows that 40% of the respondents are de-motives with work environment and

32% with company policy and 28% of the respondents are de-motives with job profile. From this

it can be concluded that work environment and company policy are de-motives at work place.

3. How far you are satisfied with the incentives provided by the organizations?

a) Highly satisfiedb) Satisfiedc) Neutrald) Dissatisfiede) Highly dissatisfied

(Table 4.1.4)

Particulars No. of Respondents PercentageHighly satisfied 18 36Satisfied 29 58Neutral 3 6Dissatisfied 0 0Highly dissatisfied 0 0Total 50 100

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

10

20

30

40

50

60

70

36%

58%

6%

0% 0%

(Chart 4.1.c)


The table shows that 36% of the respondents are highly satisfied and 58% of the

respondents are satisfied with incentives provided by the organization so we can conclude most

of the employees are satisfied with the incentives provided by the organization.

4. Does your Job improve your skills and abilities?

a) Yes

b) No

c) Never


Yes 32 64No 10 20Never 8 16Total 50 100

Yes No Never0

10

20

30

40

50

60

7064%

20%16%

(Chart 4.1.d)


64% of the respondents are agreed that their job improves their skills and abilities and

20% of the respondents agreed that their skills and abilities are not improves. It can be conclude

that their job improves their skills and abilities.

5. Do you think that the incentives and other benefits will influence your performance?

a) Influence

b) Does not influence

c) No opinion


Influence 32 64Does not influence 12 24No opinion 6 12Total 50 100

Influence Does not influence No opinion0

10

20

30

40

50

60

7064%

24%

12%

(Chart 4.1.e)


The table shows that 64% of the respondents those incentives and other benefits will

influence their performance,24% respondents says they are not influence their performance and

12% respondents did not say any opinion.

6. Management is really interested in motivating the employees?

a) Agree

b) Disagree

c) Neutral

Particulars No. of respondents PercentageAgree 25 50Disagree 18 36Neutral 7 14total 50 100

(Table 4.1.7)

Agree Disagree Neutral0

10

20

30

40

50

60

50%

36%

14%

(Chart 4.1.f)


From the above table 50% of the employees are agreed that the management is really interested

in motivating the employees and 36% of the employees are disagreed and 14% are neutral.So it

can be concluded that management is really interested in motivate the employees in organization.

7. Does the management involve you in the decision making which are connected to your

department?

a) YES

b) No

c) Occasionally

Particulars No. of Respondents PercentageYes 47 94No 0 0Occasionally 3 6TOTAL 50 100

(Table 4.1.8)

Yes No Occasionally0

10

20

30

40

50

60

70

80

90

10094%

0

6%

(Chart 4.1.g)


The table shows 94% of the respondents agree that they the management involves them

in decision making which are connected their department.

8. Do you enthusiastic about your work?

a) Always

b) Sometimes

c) Never

Particulars No. of Respondents PercentageAlways 15 30Sometimes 30 60Never 5 10TOTAL 50 100

(Table4.1.9)

Always, 30%

Some-times, 60%

Never, 10%

PERCENTAGE

AlwaysSometimesNever

(Chart4.1.h)


From the above table, we can conclude that 60% of the respondents agreed that they feel

enthusiastic some times in their work.

9. Are you encouraged to come up with new and better ways of doing things?

a) Strongly agree b) agree c) Neutral d) Disagree e) Strongly disagree

Particulars No. of Respondents Percentage

Strongly agree 20 40agree 10 20Neutral 12 24Disagree 8 16

Strongly disagree 0 0TOTAL 50 100

(Table4.1.10)

Strongly agree agree Neutral Disagree Strongly disagree0

5

10

15

20

25

30

35

40

45

40%

20%24%

16%

0%

(Chart4.1.i)


From the above table we can conclude that 40% of the employees agreed that they are

encouraging to come up with new and better ways of doing things.

10. Have you been promoted at work in the last six months?

a ) Yes

b) No

Particulars No. of Respondents PercentageYes 18 36No 32 64Total 50 100

(Table4.1.11)

Yes, 36%

No, 64%

YesNo

(Chart4.1.j)


The table shows that 64% of the employees are not promoted from the last six months

and 36% of the employees are promoted. From this we can conclude that most of the employees

are not promoted.

11. Are you adequately recognized for your good work?

a) Agree

b) Disagree

c) neutral

Particulars No. of Respondents PercentageAgree 28 56 Disagree 10 20Neutral 12 24Total 50 100

(Table4.1.12)

Agree Disagree Neutral0

10

20

30

40

50

6056%

20% 24%

(Chart4.1.k)


The figure shows that 56% of the employees agreed that they are recognized for good work

and 20% are disagreed and 24% respondents are neutral.So it can conclude that most of the

employees recognized by their good work.

12. Rank the following factors which motivates you the most?

(Rank 1, 2, 3, 4… respectively)

No. Factors Rank1 Salary increase 2 Promotion3 Leave4 Motivational talks5 `reorganization

Particulars No. of Respondents PercentageSalary increase 21 42Promotion 15 30Leave 3 6Motivational talks 5 10recognization 6 12Total 50 100

(Table4.1.13)

Salary increase Promotion Leave Motivational talks

recognization0

5

10

15

20

25

30

35

40

45 42%

30%

6%

10%12%

(Chart4.1.l)


The table shows that 42% of the respondents are responding that the increase in salary will

motivate them the most.

13. Have you been nominated for training & development programmes for the last 6 months?

a) Yes

b) No

Particulars No. of Respondents PercentageYes 30 60No 20 40Total 50 100

(Table4.1.14)

60%

40%

YesNo

(Chart4.1.m)


The table shows that 60% of the respondents are expressing that they are nominated for

training and development programme in the organization for the last 6 months.

14. Does the management provide continuous feed back in solving work related problems?

a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

Particulars Number of Respondents PercentageStrongly agree 14 28 Agree 16 32Neutral 9 18Disagree 5 10Strongly Disagree 6 12TOTAL 50 100

(Table4.1.15)

Strongly agree

Agree Neutral Disagree Strongly Disagree

0

5

10

15

20

25

30

35

28%

32%

18%

10%12%

(Chart4.1.n)


The table shows that 28% of respondents strongly agreed and 32% agree that they are

getting feedback from management and 20% are neutral and 10% are disagree that they are not

getting feedback from the management.

15. Overall are you satisfied with your job?

a) Yes

b) No

Particulars Number of Respondents PercentageYes 28 56No 22 44TOTAL 50 100

(Table4.1.16)

Percentage0

10

20

30

40

50

60 56%

44%

YesNo

(Chart4.1.o)


The figure shows that 56% of the respondents are satisfied with their job and only 44% of

the respondents agreed that they are not satisfied with their job.It can be concluded that most of

the respondents are satisfied with their job.

CHAPTER: 5

SUMMARY

&

CONCLUSIONS

FINDINGS

The findings of the study are follows

The SYNDICATE BANK 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

CONCLUSION

The study concludes that, the motivational program procedure in SYNDICATE BANK is

found effective but not highly effective. The study on employee motivation highlighted so many

factors which will help to motivate the employees. The study was conducted among 50

employees and collected information through structured questionnaire. The Study helped to

findings, which were related with employee motivational, programs which are provided in the

organization.

The performance appraisal activities really play a major role in motivating the employees

of the organization. It is a major factor that makes an employee feels good in his work and

results in his satisfaction too. The organization can still concentrate on specific areas which are

evolved from this study in order to make the motivational programs more effective. Only if the

employees are properly motivated- they work well and only if they work well the organization is

going to benefit out it. Steps should be taken to improve the motivational programs procedure in

the future. The suggestions of this report may help in this direction.

SUGGESTIONS

The suggestions for the findings from the study are follows

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 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

BIBLIOGRAPHY

BOOKS REFFERED

Wayne F. Cascio 2006, Managing Human Resources, TMH.

Aswathappa, 2006, Human Resource Management, 4th edition, TMH

K.Aswathappa, 2006, Organizational Behaviour- Text, Cases and games,

Himalaya Publishing House

Curtis w. cook and Phillip L.Hunsaker, 2006, Management and Organizational

Behaviour, Macgraw-Hill Irwin

Jyothi P. and DN Venkatesh-2006, Human Resource Management, Oxford University

press.

HRM Review July 2010. by Dr.G C NAG Adjunct Professor, IBS – Mumbai

WEB REFERENCES:

www.google.com

www.syndicatebank.co.in

www. motivationnaukrihub.com

www. humanresources.about.com

http://www.syndicatebank.co.in/

http://www.google.com/

ANNEXURE

QUESTIONNAIRE

Employee Name:

Age:

Sex:

Designation:

Department/Branch:

Marital status:

Salary:

1. Which Type Of Incentives Motivate You More?

a) Monetary Incentives

b) Non- Financial Incentives

c) Both

2. What factor de-motivates you at work place?

a) Job profile

b) Company policy

c) Work environment

3.How far you are satisfied with the incentives provided by the organisation.?

a) Highly satisfied

b) satisfied

c) neutral

4. Does your job improve your skills and abilities?

a) Yes

b) No

c) Never

5. Do you think that the incentives and other benefits will influence your performance?

a) Influence

b) Does not influence

c) No opinion

6. Management is really interested in motivating the employees?

a) Agree

b) Disagree

c) Neutral

7. Does the management involve you in the decision making which are connected to your

department?

a) Yes

b) No

c) Occasionally

8. Do you enthusiastic about your work?

a) Always

b) Sometimes

c) Never

9. Are you encouraged to come up with new and better ways of doing things?

a) Strongly agree

b) Agree

c) Neutral

d) Disagree

e) Strongly disagree

10. Have you been promoted at work in the last six months?

a) Yes

b) No

11. Are you adequately recognized for your good work?

a) Agree

b) Disagree

c) Neutral

12. Rank the following factors which motivates you the most?

(Rank 1, 2, 3, 4… respectively)

No. Factors Rank1 Salary increase 2 Promotion3 Leave4 Motivational talks5 `reorganization

13. Have you been nominated for training & development programmes for the last 6 months?

a) Yes

b) No

14. Does the management provide continuous feed back in solving work related problems?

a) Strongly Agree

b) Agree

c) Neutral

d) Disagree

e) Strongly Disagree

15. Overall are you satisfied with your job?

a) Yes

b) No

Thank You………

Signature

A PROJECT REPORT ON EMPLOYEE MOTIVATION

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Transcript of A PROJECT REPORT ON EMPLOYEE MOTIVATION