FINAL SIP SHEKHAR (MOTIVATIO)

Summer Internship Project Report

ONMOTIVATIONAL LEVEL IN RETAIL SECTOR

AT FLFL (Central)

BY

SHEKHAR KUSHWAHA2014MBAI009

Under the supervision of

Dr. UPASANA SINGH

Faculty Guide

(Submitted in the partial fulfilment of the requirement for the BBA degree)

Institute of Management

JK Lakshmipat University2016

Declaration

I hereby declare that the project report entitled “MOTIVATIONAL LEVEL IN RETAIL SECTOR at FLFL (Central)” is an original work developed and submitted by me under the guidance of Dr. Upasana Singh.

Shekhar Kushwaha

2014mbai009

ACKNOWLEDGEMENT:-

The satiation and euphoria that accompany the successful completion of the project would be incomplete without the mention of the people who made it possible.

I would like to take the opportunity to thank and express my deep sense of gratitude to my faculty guide Dr. Upasana Singh for his valuable time guidance and also to my corporate mentor Nidhi Sharma(regional HR).I am greatly indebted to him for providing his valuable guidance at all stages of the study and also Mr. Prashant Dixit for his advice constructive suggestions, positive and supportive attitude and continuous encouragement, without which it would not have been possible to complete the project.

I owe my wholehearted thanks and appreciation to the entire staff of future lifestyle fashion Ltd at Central. For their cooperation and assistance during the course of my project

I hope that I can build upon the experience and knowledge that I have gained and make a valuable contribution towards the industry in coming future.

List of Contents

Project Contents Page No.

1. Executive Summary

2. Industry Overview

3. Objective

4. Data Collection

5. Analysis

6. Observations

7. Suggestions

EXECUTIVE SUMMARY

I have done my major project on Employee Motivation factor in FLFL and

for doing research work I chose Future lifestyle fashion ltd. In central

format Jaipur.

The report is all about the experience & practical knowledge during the 6 weeks of Summer Internship under HR (Human Resources) of FLFL at Central format.

.

The study is done on the employee motivational factor in Central

Format, refers to the mechanism through which employees get motivated in

different ways by which employee get best out of them that helps the

organization to earn maximum profit.

For on motivational factor the information has been

collected from the employees through interview questionnaire. Sample size

of collecting date is 55 from which 44 are male and 9 are female. My

research works going to help the organization to know that what motivates

the employees to work in that organization and because of our research

this industry may focus on that part from which employees get less

motivated, and also help to get maximum productivity from employees from

which they are maximum motivated.

The main observation for motivating employees is that the FLFL

takes responsibility to motivate every level of employees to get best out of

them.

Retail sector

Retail is the process of selling consumer goods and /or services to consumer goods and or services to customer though multiple channels of distribution to can a profit. Demand is created through diverse target markets and promotional tactics, satisfying consumer wants and through a lean supply chain. In the2000s an increasing amount of retailing is done online using electronic payment and delivery via a counter or postal mail. Retailing includes subordinated services such as delivery.

The term “retail” is also applied where a services provider services the needs of a large number of individuals, such as for the public. Shop may be on residential streets, streets with few or no house, or in a shopping mall. Shopping streets may be for pedestrians only.

Retail comes from the old French word tailor, which means “to cut off clip pare, divide” in term of tailoring (365), it was first record as a noun with the meaning of a “sale in small quantities” in 1433 (from the middle French retail, “piece cut off, sherd, scrap, paring”). Like in French, the word retail in both Dutch and German also refers to sale of small quantities of items.

RETAIL IN INDIA

The Indian retail industry has emerged as one of the most dynamic and fast-paced industries due to the entry of several new players. It accounts for over 10 per cent of the country’s Gross Domestic Product (GDP) and around 8 per cent of the employment. India is the world’s fifth-largest global destination in the retail space.

Market Size

The Boston Consulting Group and Retailers Association of India published a report titled, ‘Retail 2020: Retrospect, Reinvent, Rewrite’, highlighting that India’s retail market is expected to nearly double to US$ 1 trillion by 2020 from US$ 600 billion in 2015, driven by income growth, urbanization and attitudinal shifts. The report adds that while the overall retail market is expected to grow at 12 per cent per annum, modern trade would expand twice as fast at 20 per cent per

annum and traditional trade at 10 per cent. Retail spending in the top seven Indian cities amounted to Rs 3.58 trillion (US$ 53.7 billion), with organized retail penetration at 19 per cent as of 2014. Online retail is expected to be at par with the physical stores in the next five years.

India’s direct selling industry increased 6.5 per cent in FY2014-15 to Rs 7,958 crore (US$ 1.19 billion) and is expected to reach a size of Rs 23,654 crore (US$ 3.55 billion) by FY2019-20, as per a joint report by India Direct Selling Association (IDSA) and PHD.

Retail industry can be classified into two broad categories – organized retail and unorganized retail.

According to the Global Retail Development Index 2012, India ranks fifth among the top 30 emerging markets for retail. The recent announcement by the Indian government with Foreign Direct Investment (FDI) in retail, especially allowing 100% FDI in single brands and multi-brand FDI has created positive sentiments in the retail sector.

Emerging Areas

Apparel and fashion Fashion & Lifestyle Food & Beverage retail Pharmaceutical Retail E-commerce or E-tailing

Factors driving growth are:

Emergence of nuclear families Falling real estate prices Growing trend of double-income households Increase in disposable income and customer aspiration Increase in expenditure for luxury items

Large working population Low share of organized retailing Growing liberalization of the FDI policy in the past decade

Future Group

Future Group understands the soul of Indian consumers. As one of India’s retail pioneers with multiple retail formats, we connect a diverse and passionate community of Indian buyers, sellers and businesses. The collective impact on business is staggering: Around 300 million customers walk into our stores each year and choose products and services supplied by over 30,000 small, medium and large entrepreneurs and manufacturers from across India. And this number is set to grow.

Future Group employs 36,000 people directly from every section of our society. We source our supplies from enterprises across the country, creating fresh employment, impacting livelihoods, empowering local communities and fostering mutual growth.

We believe in the ‘Indian dream’ and have aligned our business practices to our larger objective of being a premier catalyst in India’s consumption-led growth story. Working towards this end, we are ushering positive socio-economic changes in communities to help the Indian dream fly high and the ‘Sone Ki Chidiya’ soar once again. This approach remains embedded in our ethos even as we rapidly expand our footprints deeper into India.

Future Group's operating companies sorted by targeted markets

Retail

Future Retail Ltd Future Lifestyle Fashion Ltd Future Consumer Enterprise Limited

Financial Services

Future Capital Holdings (for internal financial services) Future Generali Life Insurance Future Generali General Insurance

Future Ventures

Other Services

Future Innoversity Future Supply Chains Future Brands Future Learning

Future Group retail services sorted by operating companies

Food Bazaar FBB (Fashion @ Big Bazaar) Hometown E Zone Food hall FutureBazaar.com (e-retailing) Easy day Big Bazaar

Future Lifestyle Fashion Ltd

Central Brand Factory Planet Sports

Future lifestyle fashion ltd.-central

Central Jaipur established on 3rd September 2010 in 210500 sq feet area. And carpet area is 170000 sq. feet .with employees 270 people, future group‘s central format has gone in for a makeover form a seamless mall to a departmental store, with special focus on private labels.

According to jitendernath patri national head marketing, central, future group. “A mall is a different animal with a different experience

and we are moving away from this concept, initially consumer were confused about central stood for as we had taken the route of seamless mall but today we would rather perceived as a departmental store offering affordable mid-level brands in the lifestyle space.

Central is retail Departmental retail chain operated by Future Retail Limited, the operating company of Future Group which also runs another popular hypermarket chain, Big Bazaar.

Central has outlets in Ahmedabad, Bangalore, Bhubaneswar, Cochin, Hyderabad, Pune, Nashik, Mangalore, Mumbai, Navi Mumbai, New Delhi, Vadodara, Gurgaon, Indore, Nagpur, Patna, Jaipur, Surat, Visakhapatnam, and Bhubaneswar. It has a clothes and food chain with 3 Amigos, Slam bay, Baskin Robbins among many others and has three main restaurants like Bombay Blues and Copper Chimney. Bangalore Central is a shopping mall, situated in Bangalore, India. Spread over 120,000 sq. ft. (11,000 m2)., it is situated on Residency road, off M G Road. Another Bangalore Central mall was started in 9th Block, Jahangir. Another Bangalore Central mall (Soul Space Spirit) was started at Bellandur Junction which was opened on 24 March 2011, Bellandur. Mangalore Central, situated in Forum Fizz Mall is spread over 75,000 sq. ft. (7,000 m2).

Central will be pitted against retailer such as shoppers stop and lifestyle offer the latest brand and style with more affordable price points to suit the consumer.

Scope and objective

The main objectives of the study are as follows:

To understand the factor of engagement at FLFL

To understand the employee perception of work environment

DATA COLLECTION

The study: - the study was done on the motivational process followed at future lifestyle fashion ltd-central

Tools for Data Collection: - for on motivational process the information has been collected from the industry guide and from employees through interview questionnaire and rest other information has been collected from the industry guide itself.

Methodology: - The analysis was based on information obtained through observation, interview and interaction with the industry guide and employees. On the basis of the collected information, employee engagement and employee benefits are analyzed and an insight is developed for understanding its effectiveness. We have performed SWOT analysis of engagement activity to review, identify the challenges and suggest some measure for its improvement. On the basis of the response received from employees, percentage analysis has been done to identify the factors personal as well as professional of leaving the organization. The opinion of employees who are in the organization regarding work environment includes behavior of supervisor, interdepartmental and interpersonal relationship analyzed from percentage analysis. For the research, the entire strategy was studied through personal interaction with the former employees and also the interaction with industry guide.

I have used both the primary and secondary method of date collection questioner to be filled form 100 employees of future group on satisfied random sampling basis and .

Data analysisTable no- 5.4 Table shows the work of span of the respondent.

68%

32%

work span

1 – 5 years6 – 10 years

Above table shows that 68% percent (n=36) respondent belongs to working span of 1 to 5, group

of percent 32% (n=17) respondent belongs more than 5 years.

Table no- 5.5 Table shows present salary and increment of the respondent

75%

15%

4%6%

present salary and increment

Strongly agreeAgreeUncertainDisagreeStrongly disagree

Above table shows that75% percent (n=3944) respondent happy with present salary and

increment and group of percent 6% (n=6) have a belief that they are not getting proper

increment.

Table no-5.6 Table shows financial or financially related reward system in my

organization.

Above table shows that 47% (n=25) respondent satisfy with reward system-group of percent

11% (n=6) are not satisfy with reward system

Table no- 5.7 Table shows working conditions are clean, pleasant & safe of respondent.

55%

25%

8%

6%8%

working conditions & Hygiene.


Above table shows that 55% percent (n=29) respondent satisfy with the working condition at

central and-group of percent 8% (n=4) are not satisfied with working condition.

Table no-5.8 Table shows welfare facilities provided by the company.

23%

47%

15%

4% 11%

financial related reward system


53%45%

2%

walfare facilities


Above table shows that 53% percent (n=28) respondent happy with welfare facilities.

Table no-5.9 Table shows policies and procedures of respondent.

47%

40%

13%

policies and procedures.


Above table shows that 47% percent (n=25) respondent are aware of polices and procedure and

group of percent 13% (n=7) are uncertain about the policies and procedures.

Table no 5.10 Table shows relation with my superior peer and subordinates of Respondent.

26%

21%25%

26%

2%

relation with subordinate


Above table shows that 26% percent (n=14) respondent having a good relation with their

subordinate and group of percent 2% (n=1) are not having a proper engagement with

subordinate.

Table no 5.11 Table shows supervisor take interest in our problem, wellbeing future

49%

45%

2% 2%2%

superviser take intrest in our problem


Above table shows that 29% percent (n=44) respondent says that supervisor take interest in their

problem and group of percent 2% (n=1) says that they don’t take interest in their problem.

Table no 5.12 Table shows setting and achieving challenging goal

40%

36%

8%

15%

2%

setting and achieving challenging goal


Above table shows that 40% percent (n=21) respondent are able to set their their goal by self and

group of percent 2% (n=1) are not able to set their goals.

Table no 5.13 Table shows recognized and praised for my good performance

40%

49%

2% 9%

recognized & praised for my good performance


Above table shows that 40% percent (n=21) respondent belief that they praised for their

performance and group of percent 9% (n=05) are belief that they are not getting any appraisal.

Table no 5.14 Table show performance appraisal &career development effective system

.

34%

47%

8%

11%

performance appraisal


Above table shows that 34% percent (n=21) respondent belief that they praised for their

performance and group of percent 9% (n=05) are belief that they are not getting any appraisal.

Table no 5.15 Table show job has enough learning opportunities which will help me in

career advancement

57%

40%

2% 2%

job has enough learning opportunities &career advancement


Above table shows that 56% percent (n=30) respondent belief that the job has enough learning

and group of percent 2% (n=01) are belief that the job don’t have enough learning.

Table no 5.16 Table show right opportunities in this organization for my personal growth and

promotion

34%

32%

21%

9%4%

opportunities in this organization for personal growth and promotion


Above table shows that 34% percent (n=18) respondent belief that they get right opportunity and

group of percent 4% (n=02) are belief that they have a strong disagree o the option that they

don’t get right opportunity.

Table no 5.17 Table show organization helps me in all possible way to know my

89%

9%

2%

organization help us to know me


Above table shows that 89% percent (n=47) respondent strongly belief that the company help to

know their capabilities.

Table no 5.18 Table show organization we are a given a chance to our present our ideas & the

same is give due weight age in decision making

45%

51%

4%

organization gives opportunityto present our ideas


Above table shows that 45% percent (n=24) respondent belief that the company is giving chance

to present their idea.

Table no 5.19 Table show management of our calls for active participation of the employee in the day to day function of the organization

57%28%

9%

6%

active participation of the employee in the dat to day activity


Above table shows that 57% percent (n=30) respondent belief that organization use their

participation for day to day and group of percent 6% (n=03) are belief that they are not getting

any organization participation for day to day

Table no 5.20 Table show prestige of my organization outside company is good

51%47%

2%

prestige of my organization outside company is good


Above table shows that 51% percent (n=27) respondent belief that the company has prestige

outside world and there are negligible who says that company don’t have prestige in outside

world.

Table no 5.21 Table shows I am getting maximum pleasure from my work

19%

57%

17%

4% 4%

I am getting maximum pleasure from my work


Above table shows that nearly 70% percent (n=40) respondent says they get maximum pleasure

and group of percent 4% (n=02) are belief that they are not getting any pleasure

Table no 5.22 Table shows added authority and responsibility to present job will be more interesting and rewarding

6%

51%

15%

26%

2%

Added authority and responsibility to present job will be more interesting and rewarding


Above table shows that 51% percent (n=27) respondent belief that if organization add

responsibility and they get pleasure group of percent 26% (n=14) are belief that they are no

need of adding any responsibility.

Table no 5.23 Table shows authority to encourage juniors is quite common in my organization

23%

49%

13%

6%

9%

authority to encourage juniors organization


Above table shows that 49% percent (n=26) respondent belief that the company encourage

fresher’s and group of percent 9% (n=05) are belief that company don’t encourage juniors.

Table no 5.24 Table shows job content and responsibilities are appropriat

34%

26%

15%

25%

job contet and responsibilities are appropriate


Above table shows that maximum percentage34% percent (n=18) respondent belief that their job

has responsibility and group of percent 25% (n=13) are belief that their job don’t have much

responsibility.

Table no 5.25 Table shows organization tries to make the job more challenging which prevents us from getting bored on the job

15%

66%

11%

8%

organization tries to make the job more chal-lenging


Above table shows that 66% percent (n=35) respondent belief that organization makes job

challenging and group of percent 8% (n=04) are belief that organization don’t make job

challenging.

Table no 5.26 Table shows appropriate work is given to me according to my skill and potential

23%

51%

11%

15%

Appropriate work is given to me according to my skill and potential


Above table shows that 51% percent (n=27) respondent belief that they work is according to

their skill and group of percent 15% (n=08) are belief that their work is not according to their

skills.

Table no 5.27 Table shows leadership also influences the level of motivation

49%

38%

11%

2%

leadership also influences the level of moti-vation


Above table shows that 49% percent (n=26) respondent belief that their leader motivate them and

group of percent 2% (n=01) are belief that their leader do not motivate.

OBSERVATION

1. Personal information .

Most of respondent 70 % (n=37) were belongs to age-group of 19-30 Years,

Most of respondent 36 % (n=19) had their educational qualification up to

H.S.C,

Majority of the respondent 68 % (n=36) works in span of (1-5) years.

2. Employee motivation information

Majority of respondent 75% (n=39) strongly agree whit present salary and

increment.

Majority of respondent 47% (n=25) agree whit financially related reward

system

Majority of respondent 55 % (n=29) were strongly agree with working

condition.

Majority of respondent 53 % (n=28) were strongly agree with welfare

facilities and. 45 % (n=24) were agree with welfare facilities

Majority of respondent 26% (n=14) were relation with superior peers and

subordinates are good.

Majority of respondent 49% (n=26) were supervisors take interest in our

problem.

Majority of respondent 40 % (n=21) were enjoy setting and achieving

challenging goal.

Majority of respondent 40% (n=26) were recognized and praised for my

good performance.

Most of respondent 47 % (n=25) clear and effective system of performance

appraisal & career development.

Majority of respondent 34% (n=18) agree whit right opportunities in this

organization for my personal growth and promotion.

Majority of respondent 89% (n=47) were organization helps me in all

possible

.

Majority of respondent 57% (n=30)strongly agree and 28% (n=15) agree for

management of our calls for active participation of the employee in the day

to day functions of the organization

Most of respondent 51 % (n=27) strongly agree and 47% (n=25) agree were

organization outside company is good.

Majority of respondent 56 % (n=30)I am getting maximum pleasure from

my work

Majority of respondent 51% (n=27) were added authority and responsibility

to present job will be more interesting and rewarding.

Most of respondent 49% (n=26) delegation of authority to encourage juniors

is quits common in my organization.

Most of respondent 34% (n=18) were my job content and responsibilities are

appropriate for me.

Majority of respondent 51% (n=27) were appropriate work is given to me

according to my skill and potential

Most of respondent 49% (n=26) were strongly agree and 2% (n=1) for

disagree leadership also influences the level of motivation.

SUGGESTION

In the future lifestyle fashion ltd. At central format employees feel that

the salary structure is very good but give amount is not satisfactory.

47%of the employees are satisfied by their salary and increment,

financial reward. as it is very low rate

The higher number of employees (75%) has given strongly agree. It

means in future lifestyle fashion ltd. At central format the

belongingness of employees are very good. They have a good

relationship with everyone.

47% of employees are satisfied with recognition programs and

performance appraisal system. But 18%of the employee is still feeling

that the performance appraisal system and recognition programmer

are not proper. Hence HR department should know why the

employees are not satisfied whit the performance appraisal system

and which type of recognition program me they want in future.

The higher numbers of employees have given positive response but

still there is scope for improvement.

The HR department should make the job more challenging. Exciting

and meaningful by the factor like goal setting. Creative work. Job

rotation. Skill diversity.

CONCLUSION

Motivation is an aspect which covers almost all the employee from the managing directors to his peon. The motivation is a live issue for all.

Motivation is psychological concept. Motivation is not a cause but rather the effect or result of many going awry. Motivation drifters from person to person, industry to industry, level of education age, nature of work etc. Motivation may be range from very high to very low.

By this study it is clear that various faction which influences motivation and productivity of the employees each as Social Security measures, welfare facilities, salary status, Bonus, heath condition, shift system and recognition of work are getting much importance.

Several approaches to motivation are available. Early theories are too simplistic in their approach towards motivation. The content theories. Maslow’s need hierarchy that are very popular

To conclude employee motivation plays very important role in every organization. Good employee motivation helps to success of the organization. Unless an employee has poor motivation if always a possibility of employee disharmony and also affect some thrumming of the organization.

From the financial and nonfinancial reward system make motivation in complete picture. Form this we learn that how we applied the concept of motivation for the progressive result of company.

FINAL SIP SHEKHAR (MOTIVATIO)

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