EMPLOYEE MOTIVATION AT SYNDICATE BANKR.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 Mrs.K.Vijaya Rani, Assistant Professor, TKRIMS. Signature of the Guide journals. 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. Exploratory research was conducted by colleting secondary data such as previous records. The descriptive research was conducted through direct interviews questionnaire with respondents. which refers to motivate the employees at work place. websites. pie charts. The sample size was 50. The respondents are employees of SYNDICATE BANK in chikadapally branch. Chi-square test. articles. The research methodology used in this study is both descriptive and exploratory.ABSTRACT The study is about Employee Motivation. Ultimately most of the employees are satisfied with the Employee Motivation system. And the strategies and practices adopted by the organization are good. magazines. books. . and bar charts. The data was analyzed by cross tabulation. Research design was undertaken to access the employees of SYNDICATE BANK. 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. Mr.Vara Prasad Reddy Director&Professior TKR Institute of management & science and Mr.J.Vijaya Rani Assistant Professor of TKR Institute of management & science under whose guidance and encouragement this project has been pursued successfully R.and all the staff for their support and valuable suggestions.ACKNOWLEDGEMENTS I avail the opportunity to thank the people with whom I have been associated in successful completion of the Project. M. pleasure and immense satisfaction while performing this Project. I would also like to express my gratitude to my internal guide Mrs. Branch manager. I had a great experience. My special thanks to Mr.Srikanth Asst manager.BALASAIDULU . I express my sincere thanks to Shri. Narasimha Rao . for giving me an opportunity to pursue my MBA final semester project work in SYNDICATE BANK. Sr. I would also like to extend my note of thanks to my project external guide Shri. Mr. He provided the necessary guidance.Senthil Program Coordinator of MBA Department.K. APPENDICES Appendix ± Questionnaire 50 53 54 33 .1 Presentation and Analysis 4.2 Interpretations 5. THE COMPANY\ 4.Table of Contents CONTENTS PAGE NUMBERS List of Tables List of Figures i ii 1 1. REVIEW OF LITERATURE 21 3. SUMMARY & CONCLUSIONS 6. INTRODUCTION 7 2. DATA ANALYSIS &PRESENTATION 4. BIBLIOGRAPHY 7. 13 4.5 4.NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 T.1 3.14 4.LIST OF TABLES S.1.16 TABLE Board of directors Key Executives The type of incentives motivate the employee more Chi-square test-I The factors which De-motivates the employee at work place Satisfaction of employees with the incentives provided by org.1.1 4.1.1.2 4.1.2 4.7 4.8 4.1.1.12 4.9 4.1.1. 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 Page No.11 4. 31 31 33 34 36 37 38 39 40 41 42 43 44 45 46 47 48 49 i .1.10 4. 3.4 4.1.15 4.1.6 4.1.1.3 4. No.1.1. 1.f 4. 33 36 ii .o Satisfaction of employees with their job 49 48 44 45 46 47 38 39 40 41 42 43 37 Page No.n Management feedback to employees to solving work related problems 15 4. 4 5 6 7 8 9 4.c Satisfaction of employees with the incentives provided by org.j 4.1.a 4.No 4.h 4.LIST OF FIGERS S.1.1.1.1.1.1.b FIGERS The type of incentives motivate the employee more The factors which De-motivates the employee at work place 3 4.e 4.d 4.k 4.1.1.1.l 4.i 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 10 11 12 13 4.1.NO 1 2 Fig.1.g 4.1.1.m 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 14 4. CHAPTER: 1 INTRODUCTION . Motivation is one of the most important factors affecting human behavior.INTRODUCTION Human beings are a resource to an organization. violence or freedom of choice is introduced. however an intangible factor of will. At one time. employees were considered just another input into the production of goods and services. The first two are inanimate. financial and human resource. What perhaps changed this way of thinking about employees was reached. 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson. where by the needs and motivations of employees become the primary focus of managers (Bedeian. referred to as the Hawthorne studies. Motivation not only affects other factors like perception and Learning but also affect the total performance of an individual in organizational setting. In dealing with employees. they are translated into ³productivity´ only when human element is introduced. There is a fundamental trust the people are organization¶s most important assets. This human quality gives rise to need for motivation. 1973) The Hawthorne studies began the human relations approach to management. This is the reason why managers attach great importance to motivation in an organization. 1993). Performance results from the interaction of physical. . conducted by Elton Mayo from 1924 to 1932(Dickson. Like another resource they represent an investment whose development and utilization require proper managing. and workers can increase or decrease their productivity as they choose. The perceived fairness of promotion system within a company 3.RESEARCH PROBLEM The research problem in this study is associated with the motivation of employees of SYNDICATE BANK. motivated employees are a great asset to any organization. The organizations can achieve the efficiency also to develop a good organizational culture. Job security 7. If efficient motivational programmes of employees are made not only in this particular organization but also any other organization. . Some of these factors include 1. There are a variety of factors that influence a person¶s level of motivation. SIGNIFICANCE OF THE STUDY: The study is intended to evaluate motivation of employees in the organization. Quality of the working conditions 4. Employee recognition 6. Hence this study is focusing on the employee motivation in the organization. Career development opportunities etc. It is because the motivation and Job Satisfaction is clearly linked. Leadership and social relationships 5. The pay and benefits 2. A good motivational program is essential to achieve goal of the organization. To analyze and examine the effectiveness of Motivation Programmes in SYNDICATE BANK 2. 3. This research study examines types and levels of employee motivational programs and also discusses management ideas that can be utilized to innovate employee motivation. To study the effect of job promotions on employees. To study the employee¶s opinion on the Motivation in SYNDICATE BANK . productivity. absenteeism and turnover.Motivation has variety of effects. To study the effect of monetary and non-monetary benefits provided by the organization on the employee¶s performance. OBJECTIVES OF THE STUDY: 1. Employee delight has to be managed in more than one way. 4. This helps in retaining and nurturing the true believers. This study helps the researcher to realize the importance of effective 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. These effects may be seen in the context of an individual¶s physical and mental health. 3. 1. Since names are mentioned in most of questionnaires. most of the employees answered favorable to the company. 4. The report is subjects to changes with fast changing scenario. The understand and knowledge may vary from person to person. The replied gives by the respondents are taken for granted. 2.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. 5. though they are not uniform. The interpretation being based on percentage method is not definite. . This study covers those employees who are working at SYNDICATE BANK. This might have led to wring finding in the study. companywebsites and also discussion with the management of the organization. Chikkadapally).METHODOLOGY: SCOPE: 1. Sample of 50 respondents were obtained from the population. Simple Random sampling is used for this study. data¶s collected through questionnaire. Sample Size Number of the sampling units selected from the population is called the size of the sample. 4. Secondary Source: The secondary data mainly consists of data and information collected from records. 3. 2. Primary Source: The primary sources are discussion with employees. The study is aimed at finding out the employees opinions of SYNDICATE BANK. . The study is restricted to a particular area (Hyderabad. magazines and books. Secondary data was also collected from journals. The research as taken up 50 samples for study. Sample Design A sample design is a finite plan for obtaining a sample from a given population. Sources of Information: The data were collected through Primary and secondary sources. The information obtained from the primary and secondary data was limited to SYNDICATE BANK. in accordance with the relevance. Tools and Techniques: Chi-square test is used to test the hypothesis and draw inferences .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. The questions were arranged in proper order. A defeated questionnaire was carefully prepared and specially numbered. CHAPTER: 2 LITERATURE REVIEW . the managers must determine the motives or needs of the workers and provide an environment in which appropriate incentives are available for their satisfaction . it will also be successful in increasing the willingness of the workers to work. It should also be remembered that the worker may be immensely capable of doing some work.There will be better utilization of resources and workers abilities and capacities. .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 . Motivation is an important function which very manager performs for actuating the people to work for accomplishment of objectives of the organization .A manager has to make appropriate use of motivation to enthuse the employees to follow them.creation of a will to work is motivation in simple but true sense of term.Issuance of well conceived instructions and orders does not mean that they will be followed . In order to motivate workers to work for the organizational goals.If the management is successful in doing so. 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. nothing can be achieved if he is not willing to work . This will increase efficiency and effectiveness of the organization .It is the major task of every manager to motivate his subordinate or to create the will to work among the subordinates. drives.Stimulus is dependent upon the motive of the person concerned. Whatever may be the behavior of man. or moves and directs or channels behavior towards goals. Motive can be known by studying his needs and desires. Meaning of motivation: Motivation has been variously defined by scholars. A motive is an inner state that energies activates. there is some stimulus behind it . Motivation is the various drives within or environmental forces surrounding individual that stimulate or attract them in a specific manner. goals. Human motives are internalized goals within individuals. In general. the different motives operate at different times among different people and influence their behaviors. .The concept of motivation: The word motivation has been derived from motive which means any idea. Definition: 1. Motivation is the complex forces starting and keeping a person at work in the organization. The process of motivation studies the motives of individuals which cause different type of behavior. 2. wants. Usually one or more of these words are included in the definition: desires. aims. Motivation is derived from the Latin word µMove on¶ which means ³to move´. need or emotion that promots a man into action. movies and incentives. There is no universal theory that can explain the factors influencing motives which control mans behavior at any particular point of time. They are the very heart of the motivation process. . and create whenever there is a physiological or psychological imbalance. 2. Needs: These are the deficient. 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. 1. Motivation consists of the three interaction and interdependent elements of needs. drives and goals. These are action oriented and provide an energizing thrust toward goal accomplishment. Goal directed behavior: Motivation Leads to goal directed behavior. 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. 4. Goal: Goals are anything which will alleviate a need and reduce a drive.3. Motivation has profound influence on human behavior. Drive or motives: These are set to alleviate needs. A goal directed behavior is one which satisfied the causes for which behavior takes place. Nature of motivation: Following are some of the characteristics of motivation derive from the definitions given by various authors. Motivation is the art of understanding motives satisfying them to direct and sustain behavior towards the accomplishment of organization goals. complexity emerges because of the nature if needs a types of behavior that need attempted to satisfied those needs. This will also result in increased productivity. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. 6. 1. The number of complaints and grievances will come down. 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. Significance of Motivation: Motivation involves getting the members of the group to pull weight effectively. Complex process: Motivation is a complex process. Satisfaction is refers to the contentment experiences of an individual which we derives out of needs fulfillment. 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. Accident will also be low. The rates of labor¶s turnover and absenteeism among the workers will be low. 5. Better quality of products will also increase the public image of the business. 3. There will be increase in the quantity and quality of products. to carry out properly the purpose of the organization. . Wastage and scrap will be less. 2. to give their loyalty to the group. 4. The following results may be expected if the employees are properly motivated. Related to satisfaction: Motivation is related to satisfaction.3. 4. 3) General needs: Through a separate classification for general needs is not always given. there are certain needs such as need for competence. need may be grouped into 3 categories: 1. J. Two factor Theory. Six major approaches that have led to our understanding of motivation are McClelland¶s Achievement Need Theory. etc. In fact. These needs are common in human beings through their intensity differs. affection. curiosity. such a category seems necessary because there are a number of needs which lie in the grey area between the primary and secondary needs. basic. Primary need 2. 1979). Thus.S. Adam¶s Equity Theory. Abraham H Mallows need hierarchy or Deficient theory of motivation. 2) Secondary needs: As contrast to primary needs. Vroom¶s Expectation Theory. General needs 1) Primary needs: These are also known as physiological. Emergency of these needs depends in learning. or unclear needs. Behavior Modification theory. 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.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. Secondary need 3. these are not natural but are learned by the individual through experience and interaction. biological. . biological phenomenon in an individual or these may develop over the period of time through learning. manipulation. 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. Skinner conducted his researches among rats and school children. . In the industrial situation. this relevance of this theory may be found in the installation of financial and non financial incentives. This theory is based on learning theory. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement. Particularly in case of persons who satisfy the other needs. He found that stimulus for desirable behavior could be strengthened by rewarding it at the earliest. while it negative application tends autocratic style. 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. Need for affiliation (n Aff): It is the related to social needs and creates friendship. Power motivations positive applications results in domestic leadership style. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts. Need for Power (n Pow): It is the desire to control the behavior of the other people and to manipulate the surroundings. humanness and psychological health a person will show. Since needs are many. Abraham Maslow's hierarchy of human needs : This theory is the most widely discussed theory of motivation.More immediate is the reward and stimulation or it motivates it. The theory can be summarized as thus: Human beings have wants and desires which influence their behavior. earliest) to most complex (highest. listed from basic (lowest. Latest) are as follows: Self actualization Self esteem Social Safety & security . researches show that it is generally more effective to reward desired behavior than to punish undesired behavior. They will do what they want to do or otherwise. the more individuality. it will drink only if it's thirsty . they are arranged in order of importance. from the basic to the complex. only unsatisfied needs can influence behavior. However.so with people. The needs. The further the progress up the hierarchy. satisfied needs cannot. The water but you cannot force it to drink. Withdrawal of reward incase of low standard work may also produce the desired result. The person advances to the next level of needs only after the lower Level need is at least minimally satisfied. Physiological J. voluntary resignation. Conversely. Reward may be either positive or negative.S Adams Equity Theory : Employee compares her/his job inputs outcome ratio with that of reference. reduced quality. Two Factor Theory: Douglas McGregor introduced the theory with the help of two views. People must be coerced or controlled to do work to achieve the objectives. X assumptions are Conservative in style Assumptions are modern in style. The more positive the reward the more likely the employee will be highly motivated. . increased absenteeism. 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. People prefer to be directed Y Theory y y y 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. If the employee perceiv es inequity. X Theory y y y Individuals inherently dislike work. the more negative the reward the less likely the employee will be motivated. she/he will act to correct the inequity: lower productivity. 1964). Incentive motivation is the pull mechanism.Types of motivation: There are 2 types of motivation. with a high personal and group. Negative motivation or fear motivation is based force or fear. Moral satisfaction with a sense of responsibility. The objective of motivation is to create condition in which people are willingly to work with zeal. They are 1. . initiative. 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. interest and enthusiasm. Positive motivation is a process of attempting to influence others to do your will through the possibility of gain or reward. Negative motivation. loyalty and discipline and with pride and confidence in a most cohesive manner so that the goal of an organization are achieved effectively. Positive motivation. 2. 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. An understanding and appreciation of this is a prerequisite of effective employee motivation in the workplace and therefore effective management and leadership.EMPLOYEE MOTIVATION IN THE WORK PLACE: The job of a manager in the workplace is to get things done through employees. there are broadly 7 strategies for motivation. Human nature can be very simple. Motivating employees starts with motivating yourself 2. y y y y y y y 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. To understand motivation one must understand human nature itself. yet very complex too. As a guideline. To do this the manager should be able to motive employees. experience and training and its improvement is a slow and long process. Always work to align goals of the organization with goals of employees . On the other hand it can be improved quickly. or travel 2. Earn wages that will enable them to pay for basic necessities and additional luxuries such as the purchase of a home. knowledge. Save for and enjoy old age security benefits 3. not a task. The outer (external) motivators are the mirror image the employer or outside world offers in response to the inner drives. Have opportunities for self-development 9. career. Improve their skills. Outer (external) motivators.3. Worker motivation must also be viewed from 2 perspectives: 1. A person¶s inner drives push and propel him/her towards an employer. and know-how . line of study. same as in his/her dealings with customers. 4. or other activity. 5. Recognize that supporting employees motivation is a process. Be able to advance in life and career-wise 8. Most workers need to: 1. Key to support the motivation of your employees understands what motivates each of them. Support employee¶s policies by using motivation by organization systems. Win recognition 6. Have medical and other insurance coverage 4. Inner drive 2. Be acknowledge and rewarded for special efforts and contributions 7. a particular job. the employer not only tries to satisfy these basic needs individual workers have. Acquire friends at work 5. In order to attract the ³cream of the crop´ of available workers. Future expectations . Clear company policies 6. Reward and recognition programs 12. transportation. Information on the market situation and industry 20. Opportunities for promotion 16. Realize their ideal(s) The employer responds to those needs by offering and providing: 1. Sharing of company goals and objectives 19. flexible work schedule). Social activities 11.10. Company/business information 17. Job security 5. Systematic feedback 14. Motivation programs 15. Clear and organized work procedures 7. Employment 2. Adequate pay 3. Information on customer feedback 18. Medical coverage and other benefits 9. Open lines of communication programs 13. An atmosphere of team work and cooperation 10. A safe work environment 8. 4. Assistance to workers for their special needs (such as child care arrangements. In addition to needs and drives. a deficient work performance y y A desperate financial need for additional overtime and weekend remuneration Premature expectations of swift promotions. expert employer Clear and fair policies.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. 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. over time. or weekends. experienced. . Heavy financial responsibilities which he/she can meet only by working at 2 jobs. leading to exhaustion. ³sick leave´. workers have expectations from their employer-they expect: y y y y y y y y y y y y y A knowledgeable. An employee may have: y y Family responsibilities and be unable to work shifts. staff or employees to new experiences opens their minds to new avenues of personal development.Most of these needs. or a game of rounder¶s on the park. Coaching and Training: Games and activities provide a perfect vehicle for explaining the Motivation process (µtrain the trainer¶ for example) to managers. and emphasizes the opportunity for continuous learning that is available to us all. meeting it and mastering it help build confidence. team leaders and trainers. Continual development: Introducing people. 4. Building confidence: Facing a challenge. team work. Competition in teams or groups creates teams and ignites team effort 3. Motivational methods: 1. cooperation. expectations and aspirations are unexpressed-it is up to the employer to develop a good system of company communications. Personal motivation style and learning: Everyone is different. 5. Team building: Team unite and work together when they identify a common purpose whether the aim is the tallest tower made out of newspaper. and motivation that will benefit all the parties involved. Motivation that will lead to an environment of openness. employee relations. . 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. 2. . Empathy and intuitive skills are right-side brain of the brain. Improving empathy and communications for motivation To communicate we must understanding the other person. which we use when we communicate and understand others.6. Team activities and games promote communications and better mutual understanding-essential for good organizational performance. CHAPTER: 3 THE COMPANY . 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. Being firmly rooted in rural India and understanding the grassroot realities.by three visionaries . 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.Sri Upendra Ananth Pai.T M A Pai. . Spanning over 80 years of pioneering expertise.8000/. the Bank's perception had vision of future India. The Bank is well equipped to meet the challenges of the 21st century in the areas of information technology. a physician . 2 crore per day under the scheme. Sri Vaman Kudva. without however getting uprooted from its distinctive socio-economic and cultural ethos. the abode of Lord Krishna in coastal Karnataka with a capital of Rs. a businessman. The progress of Syndicate Bank has been synonymous with the phase of progressive banking in India. the Bank has created for itself a solid customer base comprising customers of two or three generations. 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 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. It has been propagating innovations in Banking and also has been receptive to new ideas.who shared a strong commitment to social welfare. This scheme is the Bank's brand equity today and the Bank collects around Rs. an engineer and Dr. knowledge and competition. 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.INTRODUCTION SYNDICATE BANK was established in 1925 in Udupi. 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 A.M. Nationalisation therefore merely meant change of ownerhsip. one of the Founders to encourage the habit of thrift and small savings.T.Pigmy Deposit Scheme .Bank's Brand Equity : y Launched in 1928 by Dr. Nationalization . 1969 Bank was nationalised on 19th July 1969.1800 crore.Pai.5 daily for 72 months at the doorsteps of 10.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. 32% of the Bank's branches were in rural areas as against 22% for the entire Banking system. y Bank collects as low as Rs. Pigmy Scheme symbolises the description of the Bank as "a small man's big Bank" even today. 1995 Established Hi Tech Agriculture Branches . 1968 Bank's commitment to the philosophy of social lending since inception provided the spark for introduction of social control measures in the country . y Pigmy deposits of the Bank crossed Rs. Bank was acknowledged as a live example of mass banking and as a powerful catalyst of social change.36 lac depositors through its more than 4000 Pigmy agents. There are 23 such Institutes in 14 States today providing free entrepreneurship training to unemployed youth. 1967 Agri Card . After amalgamation there are now 5 Grameena Banks in 5 states.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. Bank has so far sponsored 10 such RRBs which are all profit making and act as trend setters in energising the rural economy. 1998 Kisan Credit Card launched 2000 In commemoration of Platinum Jubilee.1975 . 1973 Bio Gas finance scheme introduced in collaboration with Khadi and Village Industries Commission to popularise non conventional source of energy. 1966 Promoted Syndicate Agriculture Foundation . Farm Clinics established.in Moradabad in U.a voluntary organisation of farmers . 1989 Bank adopted Service Area Villages to bring about alround development.a ready credit facility for farmers . 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.10.to disseminate scientific farming techniques. 1975 Sponsored the country's first Regional Rural Bank .P. Syndicate Rural Development Trust established (to .Prathama Bank opened on 2.launched. Intensive Rural Development branches established. covering 30 districts 1982 Jointly sponsored the first RUDSETI (Rural Development and Self Employment Training Institute) at Ujire in Dakshina Kannada (Karnataka). A new product launched for meeting production and investment credit needs of farmers for agriculture & allied activities and also to meet their consumption requirements. Service sector. 2003 SSCC: Synd Swarozgar Credit Card. Moradabad.mark the Platinum Jubilee of the Bank) for pursuing rural development initiatives with initial corpus of Rs. Self employed persons.Kadapa. 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. 2004 SKSCC: Syndicate Kissan Samrudhi Credit Card.an innovative scheme with doorstep banking facility to provide need- .Kurnool and Kollam.A new product for financing Small Artisans. 2007 "SyndSmallCredit". Fisherman. Belgaum. 50 lacs. Rickshaw owners and other Micro entrepreneurs to meet working capital or block capital or both and also consumption needs has been launched. Opened 8 Rural Enterpreneurship Development Institutes at Manipal. 2001 Syndicate Laghu Udyami Credit Card launched. Scheme for financing Solar Water Heating system Launched. 2006 SyndicateGeneralpurposeCreditCardlaunched. Scheme for financing SC/STs for rainwater harvesting has been launched. Bellary. 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. Kumta. Handloom weavers. Bank started initiatives for clearing and cleaning of village ponds in the selected service area villages."Financial Inclusion:" Launched a campaign to achieve 100% financial inclusion. Bangalore. A booklet containing comprehensive guidelines to augment the process of total financial inclusion released.O. 1997 Bank's website launched 1998 Joined Indian Financial Network (INFINET) and VSAT Network . The product part of financial inclusion. TECHNOLOGY INITIATIVES 1965 Installed first Data Processing machine at the Head Office."Water Conservation initiatives:" To promote Water Management and conservation measures among the villagers. 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. 1985 ALPMs introduced 1987 In House Computer at H.based credit to entrepreneurs of small means. by bringing all eligible entrepreneurs into bank's fold. The business under CBS rose to over 95% as at31.2006 2007 CBS Branches/Offices increased to 1508 in 801 centers and covering 91% of Bank's business as at 31.03.03.2001 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 31.03.2007 101BranchescutovertoCBSonasingleday 51 ATMs commissioned on a single day 2008 CBS Branches/Offices increased to 1829 in 1033 centers.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 31.03.2008 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. . Hyderabad 2003 Banking Technology Award conferred on Syndicate Bank 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.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. . conferred by IDRBT. Hyderabad for 2003 2006 "Special Award for Use of IT for Customer Service in Semi-Urban and Rural Areas". A S Rao Mr. M Bhaskara Rao Mr.MANAGEMENT TEAM: Board of Directors S. Ravi Chatterjee Mr. R Ravi Compliance Officer 3 Mr. Ramesh L Adige Mr.No 1 Name Mr. Bhupinder Singh Suri Mr. Dinkara S Punja Mr. Hindupur Pradeep Rao Mr. Basant Seth Designation Chief Executive Officer Company Secretary & 2 Mr. S K Abrol (Table 3. Basant Seth director 2 3 4 5 6 7 8 9 10 11 Mr.2) GM (Accounts) & CFO Director Director Director Director Director Director Employee Director Employee Director Executive Director Executive Director . Narendra L Dave Mr. A R Nagappan Mr.1) Key Executives S.No Name Designation Chairman and Managing 1 Mr. V K Nagar (Table 3. For Interest Rates Click NRE A/c Foreign Currency Non-resident Accounts (FCNR(B) A/cs) -. 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.Rate of Interest.Deposits y y To know Domestic Deposit Interest Rates (latest) Please take a print of Account Opening Form . After completion of 1 year : : : No interest payable 1% upto and including one year 0. less penalty. as under : ============================================== y y y Before completion of 15 days After completion of 15 days.For Interest Rates Click FCNR (B) y For premature withdrawal of term deposits.Common for all types of Domestic Deposit accounts y y Non-resident (External) Rupee Accounts (NRE A/cs.) .5% =============================================== . Charges & Fees at a glance: Rate of Interest . CHAPTER: 4 DATA ANALYSIS AND INTERPRETATIONS . 1. of Respondents 15 9 26 50 Percentage 30 18 52 100 60 52% 50 40 30% 30 20 10 0 Monetary incentives Non-financial incentives Both 18% (Chart 4.1.1) No.2. .1. Which type of incentives motivates you more? a) Monetary incentives b) Non-financial incentives c) Both Particulars Monetary incentives Non-financial incentives Both Total (Table 4. 18% are expressing non-financial incentives motivates and 30% respondents says we only motivated through monetary incentives only.a) 4.1 INTERPRETATION: The table shows that 52% of the respondents are expressing that both financial and nonfinancial incentives will equally motivate them. 12 -0. OBSERVED VALUES: Monetarey Departments HR Finance Total VALUES: Incentives 6 9 15 Non-Financial Incentives 3 6 9 Both 10 16 26 Total 19 31 50 EXPECTED Row total* column total Grand total S.42 0.7 3.09 0.88 9.12 (Oi-Ei)2 0.NO 1 2 3 4 5 6 TOTAL ORIGINAL VALUE 6 3 10 9 6 16 EXPECTED VALUE 5.01 (Oi-Ei)2/Ei 0.18 0.3 5.42 -0.43 .1.09 0.43 2 calculated = 1.e.01 0.Computation of Chi-square on the types of incentives motivates employees: Null hypothesis (Ho): there is no significance difference between two departments i. Human Resource and Finance department.23 1.18 0.42 9.58 16.98 0.06 0 0.02 0.12 (Table 4.01 0.3 -0.3 0.2) (Oi-Ei) 0. e.Tabulated value of 2 for 2 degree of freedom at 5% level of significance is 5. . y Conclusion: Since.488 ( 2 tabulated = 5. therefore null hypothesis (Ho) is accepted at 5% level of significance and we may conclude that two departments i. (Human Resource and Finance) do not differ significantly. 2 calculated value is less than 2 tabulated value ( 2 cal< 2 tab).488). 2 INTERPRETATION: 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.2.1.1.2. a) b) c) What factor De-motives you at work place? Job profile Company policy Work environment Particulars Job profile Company policy Work environment Total (Table 4. of Respondents 14 16 20 50 Percentage 28 32 40 100 45 40% 40 35 30 25 20 15 10 5 0 Job profile Company policy Work environment 28% 32% (Chart 4. From this it can be concluded that work environment and company policy are de-motives at work place.b) 4.3) No. . 3.c) 4.1.2.1.4) No. How far you are satisfied with the incentives provided by the organizations? a) b) c) d) e) Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied (Table 4.3 INTERPRETATION: 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. of Respondents 18 29 3 0 0 50 Particulars Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total Percentage 36 58 6 0 0 100 70 60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 6% 0% 0% 36% 58% (Chart 4. . of Respondents 32 10 8 50 Percentage 64 20 16 100 70 60 50 40 30 64% 20% 20 10 0 Yes No Never 16% (Chart 4.4 INTERPRETATION: 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.2.5) No.4.1. It can be conclude that their job improves their skills and abilities. .1.d) 4. a) b) c) Does your Job improve your skills and abilities? Yes No Never Particulars Yes No Never Total (Table 4. 5.5 INTERPRETATION: The table shows that 64% of the respondents those incentives and other benefits will influence their performance.1.24% respondents says they are not influence their performance and 12% respondents did not say any opinion. .6) No.2.e) 4. of Respondents 32 12 6 50 Percentage 64 24 12 100 70 60 50 40 30 20 64% 24% 12% 10 0 Influence Does not influence No opinion (Chart 4. a) b) c) Do you think that the incentives and other benefits will influence your performance? Influence Does not influence No opinion Particulars Influence Does not influence No opinion Total (Table 4.1. 6 INTERPRETATION: 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.1. of respondents 25 18 7 50 (Table 4.2.6.So it can be concluded that management is really interested in motivate the employees in organization. Management is really interested in motivating the employees? a) Agree b) Disagree c) Neutral Particulars Agree Disagree Neutral total No. .1.7) Percentage 50 36 14 100 60 50% 50 40 36% 30 20 14% 10 0 Agree Disagree Neutral (Chart 4.f) 4. 1.7.1.2. of Respondents 47 0 3 50 (Table 4.7 INTERPRETATION: The table shows 94% of the respondents agree that they the management involves them in decision making which are connected their department.8) Percentage 94 0 6 100 100 90 80 70 60 50 40 30 20 10 0 94% 6% 0 Yes No Occasionally (Chart 4. Does the management involve you in the decision making which are connected to your department? a) YES b) No c) Occasionally Particulars Yes No Occasionally TOTAL No.g) 4. . 1. of Respondents 15 30 5 50 (Table4.2.8.8 INTERPRETATION: From the above table. 30% Always Sometimes Never Sometimes. . 10% Always. Do you enthusiastic about your work? a) Always b) Sometimes c) Never Particulars Always Sometimes Never TOTAL No.1. we can conclude that 60% of the respondents agreed that they feel enthusiastic some times in their work.h) 4.9) Percentage 30 60 10 100 PERCENTAGE Never. 60% (Chart4. 1.2. 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.1.9 INTERPRETATION: 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.9.i) 4. .10) 45 40% 40 35 30 25 20% 20 16% 15 10 5 0 Strongly agree agree Neutral Disagree Strongly disagree 0% 24% (Chart4. of Respondents Percentage 40 20 24 16 0 100 20 Strongly agree 10 agree 12 Neutral 8 Disagree 0 Strongly disagree 50 TOTAL (Table4. 1. Have you been promoted at work in the last six months? a ) Yes b) No Particulars Yes No Total No.10. 64% (Chart4. From this we can conclude that most of the employees are not promoted. . of Respondents 18 32 50 (Table4.1.j) 4.10 INTERPRETATION: The table shows that 64% of the employees are not promoted from the last six months and 36% of the employees are promoted. 36% Yes No No.2.11) Percentage 36 64 100 Yes. 11.So it can conclude that most of the employees recognized by their good work.2.11 INTERPRETATION: 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. of Respondents 28 10 12 50 (Table4. Are you adequately recognized for your good work? a) b) c) Agree Disagree neutral Particulars Agree Disagree Neutral Total No. .1.1.k) 4.12) Percentage 56 20 24 100 60 50 40 30 56% 20% 20 10 0 Agree Disagree 24% Neutral (Chart4. 13) 45 40 35 30% 30 25 20 15 10 5 0 Salary increase Promotion Leave 6% 10% 42% Percentage 42 30 6 10 12 100 12% Motivational recognization talks (Chart4.l) 4.12 INTERPRETATION: The table shows that 42% of the respondents are responding that the increase in salary will motivate them the most. .1.12. of Respondents 21 Salary increase 15 Promotion 3 Leave 5 Motivational talks 6 recognization 50 Total (Table4.1. 3. 4« respectively) No. 2. 1 2 3 4 5 Factors Salary increase Promotion Leave Motivational talks `reorganization Rank Particulars No.2. Rank the following factors which motivates you the most? (Rank 1. 13.14) Percentage 60 40 100 40% 60% Yes No (Chart4.1.m) 4.2. Have you been nominated for training & development programmes for the last 6 months? a) Yes b) No Particulars Yes No Total No. of Respondents 30 20 50 (Table4.13 INTERPRETATION: 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. .1. 15) Percentage 28 32 18 10 12 100 35 30 25 20 15 28% 32% 18% 10% 12% 10 5 0 Strongly agree Agree Neutral Disagree Strongly Disagree (Chart4.n) 4.14.1. .1. 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 Strongly agree Agree Neutral Disagree Strongly Disagree TOTAL Number of Respondents 14 16 9 5 6 50 (Table4.2.15 INTERPRETATION: 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. 15.1.o) 4.16 INTERPRETATION: 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.1. . Overall are you satisfied with your job? a) Yes b) No Particulars Yes No TOTAL Number of Respondents 28 22 50 (Table4.2.16) Percentage 56 44 100 60 50 40 30 20 10 0 56% 44% Yes No Percentage (Chart4.It can be concluded that most of the respondents are satisfied with their job. CHAPTER: 5 SUMMARY & CONCLUSIONS . 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 company is providing good safety measures for ensuring the employees safety. y y y y y y y The study reveals that there is a good relationship exists among employees. The incentives and other benefits will influence the performance of the employees . There is a harmonious relationship is exist in the organization between employees and management.FINDINGS The findings of the study are follows y y The SYNDICATE BANK has a well defined organization structure. 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 increase in the salary will motivates the employees more. Majority of the employees agreed that there job security to their present job. y y The employees are really motivated by the management. Only if the employees are properly motivated. programs which are provided in the organization. which were related with employee motivational. The study on employee motivation highlighted so many factors which will help to motivate the employees. the motivational program procedure in SYNDICATE BANK is found effective but not highly effective.CONCLUSION The study concludes that. It is a major factor that makes an employee feels good in his work and results in his satisfaction too. Steps should be taken to improve the motivational programs procedure in the future. The suggestions of this report may help in this direction. The Study helped to findings. . The organization can still concentrate on specific areas which are evolved from this study in order to make the motivational programs more effective. The performance appraisal activities really play a major role in motivating the employees of the organization. The study was conducted among 50 employees and collected information through structured questionnaire.they work well and only if they work well the organization is going to benefit out it. y Non financial plans should also be implemented. so the company should try to improve performance appraisal system. y Organization should give importance to communication between employees and gain co-ordination through it. it can improve the productivity level of the employees. y y Skills of the employees should be appreciated. Better carrier development opportunities should be given to the employees for their improvement y If the centralized system of management is changed to a decentralized one. so that they can improve their performance.SUGGESTIONS The suggestions for the findings from the study are follows y Most of the employees agree that the performance appraisal activities are helpful to get motivated. then there would be active and committed participation of staff for the success of the organization . BIBLIOGRAPHY . Organizational BehaviourText. Cascio 2006. Himalaya Publishing House y Curtis w.in www. y HRM Review July 2010.com www. IBS ± Mumbai WEB REFERENCES: y y y y www. Management and Organizational Behaviour. Managing Human Resources. Aswathappa.co.com www.G C NAG Adjunct Professor. motivationnaukrihub. 2006.google.syndicatebank. cook and Phillip L. 2006. and DN Venkatesh-2006.Aswathappa. 4th edition.Hunsaker.about. TMH K. Cases and games. humanresources. Macgraw-Hill Irwin y Jyothi P. by Dr.com . Human Resource Management. 2006. Oxford University press. TMH. Human Resource Management.BOOKS REFFERED y y y Wayne F. ANNEXURE . QUESTIONNAIRE Employee Name: Age: Sex: Designation: Department/Branch: Marital status: Salary: 1.How far you are satisfied with the incentives provided by the organisation.? a) Highly satisfied b) satisfied c) neutral . What factor de-motivates you at work place? a) Job profile b) Company policy c) Work environment 3. Which Type Of Incentives Motivate You More? a) Monetary Incentives b) Non.Financial Incentives c) Both 2. 4. 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. Do you enthusiastic about your work? a) Always b) Sometimes c) Never . Does your job improve your skills and abilities? a) Yes b) No c) Never 5. Does the management involve you in the decision making which are connected to your department? a) Yes b) No c) Occasionally 8. 2. Are you adequately recognized for your good work? a) Agree b) Disagree c) Neutral 12.9. Rank the following factors which motivates you the most? (Rank 1. Have you been promoted at work in the last six months? a) Yes b) No 11. 1 2 3 4 5 Factors Salary increase Promotion Leave Motivational talks `reorganization Rank . 4« respectively) No. 3. 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. Does the management provide continuous feed back in solving work related problems? a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree 15.13. Have you been nominated for training & development programmes for the last 6 months? a) Yes b) No 14. Overall are you satisfied with your job? a) Yes b) No Thank You««« Signature .