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CHAPTER 1

R.E.I.L

1.1 INTRODUCTION :

Rajasthan Electronics & Instruments Ltd. (REIL) has a prominent place

amongs the electronics industry of Rajasthan. The company is a joint venture

between the Government of India & the Government of Rajasthan, through

their respective institutions. The company was conferred the status of a "MINI

RATNA" by the Department of Public Enterprises, Ministry of Industry,Government of India in 1997 on account of it's good all round

performance and excellent products. The company has added another

feather in it's cap by establishing a Quality Management system for its

operations and has been certified as an ISO 9001 firm w.e.f. 31 st July,1998.

The area of business extends to manufacturing and marketing of

electronic products/ services in the following areas :

Agro-Dairy Sector

Solar Photovoltaic Sector

Industrial Electronics Sector

Information Technology

1.1.2 In all these sectors, the manufacturing facility is complemented by

the departments for the function of Materials management, Quality

Assurance, Research & Development, Planning & Finance Management

along with infrastructure and country wide network of offices of

marketing and after sales support. The company is self-reliant as far as

development activity is concerned, to enable modification and

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improvement in existing products and also introduce new products, in

tune with customer requirement.

1.1.3 REIL has its Headquarters and Works at Jaipur, Rajasthan, famous asthe Pink City of India known for its palaces,forts, museums and

handicrafts all over the world. The city is well connected by Rail, Road

and Air to the two major metros of India-namely New Delhi & Bombay

and forms part of the golden triangle of tourism along with New Delhi

and Agra.

1.1.4 REIL has its Registered office & Manufacturing facilities situated

at the Kanakpura Industrial area about 12 Kms from the heart of Jaipur

city and is spread over a sprawling campus of ten acres, amidst lush green

surroundings, with over 2700 Sq.Meter area of covered space. Other

offices include the corporate office within the city and Field maintenance

centers (FMCs) and Sub-FMC's spread over most of the regions of the

country.

1.2. BOARD OF DIRECTORS :

CHAIRMAN &DIRECTOR :

M .M. Bhardwaj

MANAGING DIRECTOR :

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P.M.Bhardwaj

DIRECTOR :

ADVERTISEMENT(A&M) : Ms. Rajesh Yadav

E-mail :

[email protected]

FINANCIAL ADVISOR : Mrs. Aparna Sahay

E-mail : [email protected]

COMMERCIAL : Mr. Rajeev Kumar

FINANCE : Mr.S.K.Gupta

E-mail : [email protected]

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1.3 AIM

1.3.1

Basic objective in the dairy development programmed is to increase the

production of milk. Milk collection depends on prompt payment of

fair & correct price to encourage producers. In increase milk

production. The systems of production of high quality milk discourage

adultatiation & encourage producers to increase production of high

quality milk. It is further very necessary that each sample of milk

should be tested for its quality & testing should be completed with in 2

to 3 hours time in order to make correct payment. Milk sample would

also get spoiled if not tested immediately in the absence of facility to

preserve them, specially. At village level.

1.3.2 Age- old traditional GERBER method of testing milk by chemicalshas many inherent draw backs. Such as human error, multiplex method,

handing of corrosive chemical & different type of glass ware. All these

add to the cost & time of milk testing A quicker reliable & economical

method of milk fat. Testing has therefore become inevitable &

immediate problem to in the light of some of problems farced by

GERBER method of testing it was felt prudent to evolve system which

should solve these problems.

1.3.3 Electronics milk tester (E MT) is a simple economical, but accurate

milk fact testing Instrument it measure the fact content instated easily on

digit readout it does not in value the use of chemically. It work on light

scattering principle with manual homogenization .it operates on AC-

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mains as well as on battery with inbuilt battery charge & automatic

switch over to battery in case of power failu

1.3.4 This technical manual of electronics milk tester highlights the

following aspect(A) Basic principle in valued (B) Diluents preparation

(C) Key to control & connections (D) Installation (E) Operation

instruction

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SHAPING RURAL INDIA THROUGH ELECTRONICS,

ENERGY,INFORMATION TECHNOLOGY & COMMUNICATION

Fig. 1.1 : R.E.I..L. in Jaipur

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CHAPTER 2

ACHIEVEMENTS OF R.E.I.L

2.1 AWARDS :

2.1.1 MINI RATNA AWARD : In the year 1997 for its all

round performance & excellent products by the Department of

Public Enterprises, Ministry of Industry, Government of India

2.1.2 ELECTRONICS EXCELLENCE AWARD : 1991 &2001 by Government of India

2.2 CERTIFICATES :

2.2.1ISO 9001 CERTIFICATION Certification implies

capabilities from design to supply & commissioning.

.

Fig. 2.1: IOC Certificate

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2.2.2 INDIAN DAIRY ASSOCIATION (WEST ZONE)

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Fig.2.2 IOC Certificate

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CHAPTER

3

DEPLOYMENT OF R.E.I.L

Rajasthan Electronics & Instruments Ltd. was founded to aid in the upliftment

of the rural masses by enpowering them, making them self-reliant and

upgrading their living conditions by taking electronics to the villages.

The areas in which R.E.I.L deploy its product are :

Agro-Dairy Sector

Solar Photovoltaic Sector

Industrial Electronics Sector

Information Technology

:

11

AREAS

AGRO

DAIRY

PRODUCTS

SOLAR PHOTO

VOLTAIC

MODULES

INDUSTRIAL

ELECTRONICS

INFORMATION

TECHNOLOGY


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Fig. 3.1: Areas in which R.E.I.L. deploy its products

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3.1 Agro Dairy Sector

The birth of cooperative movement in India has its roots in the vision of Dr.

Verghese Kurein, ex-Chairman, NDDB. He realized that the upliftment of

marginal dairy farmers lay in their own hands through cooperative movement

at community level.NDDB, along with Department of Electronics, Govt. of

India conceived a project to introduce Electronic Milk Testers(EMT), for

accurate and instant display of fat content in milk. The technology was

arranged in collaboration with a Danish Organization M/s. N Foss Electric,

and thus Rajasthan Electronics & Instruments Limited was born in 1981.

3.2 Solar Photo Voltaic Modules

R.E.I.L. offers a wide range of state of the art solar photo voltaic modules for

a variety of applications.These modules are ideal for power generation at

remote areas ,where conventional power is not available por power supply iserratic.it is a noiseless, non-pulling & maintenance free source of energy.

3.3 Industrial Electronics

The Industrial Electronics Division kicked off its operations in 1996. Initially,

the development of Static 3 phase and later 1 phase Energy meters was taken

up.

The operations started with the requirements of the state electricity boards to

incorporate latest advances in electronics for their energy monitoring needs

and for introducing a more reliable and tamper-proof meter to curtail pilferage

and misuse of the electric power supplied to the customers.

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The Company has rapidly absorbed and assimilated the technology,

successfully developed the product in response to customer requirements to

suit the needs in Indian conditions. The IE Division is also working on the

various models of the meter like; Analog Electronics based, ASIC based and

microcontroller based to integrate more features and improve the reliablety of

the product through its own development efforts.

3.4 Information technology

The Company has an experience of over ten years in the Information

Technology sector. The Company has a full-fledged Computer Group in its

Electronics & Information Technology Division to undertake development of

application software for business purposes and in-house use; provide training

to the end-users; acquisition of the required computer systems; and creation of

the complementing infrastructure.

The Company has over 125 nos. IBM PC-compatible systems including

Pentium-II based servers & nodes, Pentium MMX systems with multimedia

capability, PC-486/386/AT systems, and over 50 nos. of printers including HP

LaserJet Printers, HP InkJet Printers, and high speed Dot Matrix Printers, HP

Color Scanner running under Win NT Server, Win98/Win95/Win3.1/MSDOS

environment. The business areas includes development for business &

instrumentation applications, and Web-sites on the Internet. The Company

undertakes development on MS Visual Studio environment, Win NT Server,

Oracle and Internet technologies and tools such as MS FrontPage.

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The Company has an air-conditioned Computer Center with a carpet area of

over 3000 sq. ft. and equipped with 7 KVA UPS capacity for undertaking the

processing work.

The Company has a team of over 10 young engineers/professionals with a

wide variety of experience including Hardware installation, commissioning,

maintenance, electronic data-processing, system study, system analysis,

design, software development, training and project implementation. The

Company also does all the maintenance work in-house.

The Company has solely relied on its in-house capabilities to undertake all the

above mentioned activities. The Company is now further growing by way of

sharing its in-house experience in the area of automation, and project

execution on turnkey basis.

The Company has also strengthened it's conventional Agro dairy line of

products with the powers of IT, both at the Dairy level and the Village Milk

Cooperative Society level. By embedding the RS232 interface in the EMT and

getting the corresponding weight from OEM equipments, the Raw Milk

Reception Dock (RMRD) software under Windows NT at Dairies and the

Society Accounts Management Software (SAMS) under DOS and Windows

9X at Society level are developed.

The Smart card based identification and transaction recording systems are

developed for DPMCS, DPEMT, SAMS, Attendance Management System etc.

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TABLE 3.1 : PRODUCTS MANUFACTIRED BY R.E.I.L

Product range

Agro Dairy Products

SPV Modules

Industrial Electronics Products

IT Products

Agro dairy

S.No

.Product Application

1Electronic Milk

Tester

For measurement of % Fat content inMilk at Village Milk Cooperative

Societies

2 Milko ScanTotal Milk quality parameter analysis

for Dairies

3Automatic Milk

Collection Station

For fair & prompt payment to farmers

at Village Milk Cooperative Societies

4 DP-EMT

Low Cost version of Milk Collection

Station for small village Milk

Cooperatives Societies

5 PC-MCS

Personal Computer based version of

Milk Collection Station with

accounting facility

6

Smart Card based

PC Milk Collection

Station

For fair & prompt payment to farmers

at Village Milk Cooperative Societies

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Raw Milk

Reception Dock

Network

Automation

Process Automation of Raw Milk

Reception Docks at Dairies

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8

Raw Milk

Reception Dock

Sample Automation

Milk sample collection and movement

automation at Raw Milk Reception

Dock

SPV

products

S.No


1 SPV ModulesPower conversion (Sunlight to

electricity)

2Street Lighting

SystemVillage Street Lighting

3SPV Water

Pumping System

Village drinking water supply &

land irrigation

4SPV Domestic

Lighting SystemVillage community lighting

4SPV Railway

Signaling SystemVillage unmanned Railway crossings

6SPV Adult

Education System

For providing lights at village adult

education centers

7

SPV Power Packs

for Battery

Charging

For police check Posts &

BSFcommunication sets

8 SPV Television For village mass communication

9 SPV LanternFor providing a portable neat andclean illumination system for use in

village huts, farms,work place, etc.

10SPV Hut Lighting

System

For providing illumination at villages

huts11 SPV Power Station For village electrification12 SPV powered For battery charging at Microwave

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Microwave

Repeater Systemrepeater station

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SPV Cathodic

Protection System SPV Cathodic Protection System

14SPV Dusk dawn

system

For Automatic operation of Municipal

Street Lights

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SPV Grid

interactive power

plant

Generates Electric power and directly

feeds to the Grid

Information

Technology

S.No


1Image Processing

Application System

Preparation of Electoral Photo Identity

Card (EPIC) and Visiting card etc.

2CustomizedSoftware

development

Computerization of various

applications meant for departments of

corporate offices, Industries and other

institutions

3Product Firmware

Development

Customized assembly language

programming for Microprocessor

based electronic equipment

4

Internet

Technologies

application

Home page design, development and

hosting

5Education &

training

Training courses for computer

programming languages and other

applications.

6 Programmable Data Hand Held Computing through

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Terminals

Programmable Data Terminal (PDT)

for different applications like

Electronic Ticketing Machine, Spot

Billing Machine, Electronic Parking

Machine, Micro Banking, House tax

terminal. Traffic Offence recording

system, Point of Sale terminal etc.

7 Dairy ERP

Enterprise Resource Planning (ERP)

package for Dairies. The modules are

for Chilling Centers, Milk

procurement, Technical Inputs,

Inventory, Purchase, Production,

Sales, Marketing, Finance, Plant

maintenance, MIS etc.

Industrial

Electronics

S.No.

Product Application

1Single Phase Energy

MeterMeasurement of Single Phase ElectricPower for domestic applications

2Three Phase Energy

MeterMeasurement of Three Phase ElectricPower for domestic applications

3 Set Top BoxDirect To Home (DTH) underConsumer .

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CHAPTER 4

AGRO-ELECTRONICS PRODUCTS

The Electronics Division kicked off its operations in 1982, --the year of

formation of the Company -- and has notched up many a credits in the last one

and a half-decade.

The operations started with the Electronic Milk Tester, under technical

collaboration with A/S Foss Electric of Denmark, and assembly of Electronic

Milk Tester (EMT) in SKD form, from kits supplied by the collaborator,

initially .The Company has rapidly absorbed and assimilated the technology,

successfully indigenised the product, and in response to customer

requirements, designed it on micro-controller technology to suit the needs of

the Indian customers. Thus, the auto-zero EMT was introduced in the market

in the year 1990

The Company has also successfully integrated the products into a more

versatile system, developed in-house through it own development efforts,

called the Milk Collection Station.This divison can be divided in the following

manner-:

4.1 MANUFACTURING INFRASTRUCTURE

The Company has a state-of-art manufacturing facility at its works, for

electronic products. The plant is equipped with modern equipment

including component preprocessing systems, automatic & semi-

automatic component insertion machines, Wave Soldering machine,

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Automatic Cleaning System, Advanced Testing equipment, Fault

locators, Digital Storage Oscilloscopes, Soldering/De-Soldering

Stations.In order to maintain appropriate temperature levels, clean

conditions and uninterrupted power supply, the plant is equipped with

centralized Air conditioning systems, air shower and over 500 KVA of

DG capacity installed at the premises. The department is also equipped

with facility for undertaking manufacturing of products under anti-static

environment

Fig. IV :Component Testing Machine

4.2 QUALITY ASSURANCE

The manufacturing facility is complemented by the Quality Assurance

department equipped with a wide range of test and measuring equipment

including IC testers, LCR bridges, digital storage oscilloscopes frequency

projector stereoscopic microscope, 3-D Co-Ordinates measuring machine,

product life testing machines and environment chamber.Quality

Assurance Group is also equipped with test & measurement facility

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Fig.V : Life testing machine

4.3 MARKETING

The Marketing Department undertakes direct marketing of its products

from Head Quarters and offices at seven locations all over the country.

The company's After-Sales-Service network operates from its Field

Maintenance Centers and site offices located all over the country. It is

geared up to extend on-site support even at the remote villages,

inaccessible by the public means of transport. The Department also

undertakes the Export Marketing of its products and has customers in the

neighboring countries.

4.4 PRODUCT RANGE

Electronic Milk Tester ( EMT )

Data Processor Cum Electronic Milk Tester ( DP-EMT )

Milk Collection Station ( MCS )

Personal Computer Based Milk Collection Station ( PC-MCS )

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Smart Automatic Milk Collection station ( SAMCS )

Milko Scan

OBJECTIVES OF THE STUDY

Primary objective

1. To study the important factors which are needed to motivate theemployees.

Secondary Objective.

1. To study the effect of monetary and non-monetary benefits provided

by the organization on the employees performance.

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

3. To learn the employees satisfaction on the interpersonal relationship

exists in the organization .

4. To provide the practical suggestion for the improvement of

organizations performance.

IMPORTANCE OF THE STUDYThe study is intended to evaluate motivation of employees in the organization.

A good motivational program procedure is essential to achieve goal of the

organization. If efficient motivational programmes of employees are made not

only in this particular organization but also any other organization the

organizations can achieve the efficiency also to develop a good organizational

culture.

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Motivation has variety of effects. These effects may be seen in the context of

the context of an individuals physical and mental health, productivity,

absenteeism and turnover. Employee delight has to be managed in more than

one way. This helps in retaining and nurturing the true believers who can

deliver value to the organization. Proliferating and nurturing the number

of true believers is the challenge for future and present HR managers .

This means innovation and creativity. It also means a change in the gear for

HR polices and practices. The faster the organizations nurture their employees,the more successful they will be. The challenge before HR managers today is

to delight their employees and nurture their creativity to keep them a bloom.

This study helps to realize the importance of effective employee motivation.

This research study examines types and levels of employee motivational

programmes and also discusses management ideas that can be utilized toinnovate 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.

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LITERATURE REVIEW

Motivation is the core of management. Motivation is an effective instrument in

the hands of the management in inspiring the work force. It is the manor 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 besuccessful 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.

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The concept of motivation

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

need or emotion that prompts a man in to action. Whatever may be the

behavior of man, there is some stimulus behind it. Stimulus is dependent upon

the motive of the person concerned. Motive can be known by studying his

needs and desires.

There is no universal theory that can explain the factors influencing motives

which control mans behavior at any particular point of time. In general, the

different motives operate at different times among different people and

influence their behaviors. The process of motivation studies the motives of

individuals which cause different type of behavior .

Definition of Motivation

According to Edwin B Flippo. Motivation is the process of attempting to

influence others to do their work through the possibility of gain or reward.

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 full fill their physiological and

psychological needs. The workers will cooperate voluntarily with the

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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 labours turnover and absenteeism among the worders

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.

Motivation Process

1. Identification of need2. Tension3. Course of action

4. Result Positive / Negative5. Feed back

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Theories of Motivation

Understanding what motivated employees and how they were motivated wasthe focus of many researchers following the publication of the Hawthornestudy results (Terpstra, 1979). Six major approaches that have led to ourunderstanding of motivation are Mcclellands Achievement Need Theory,Behavior Modification theory Abraham H Mallows need hierarchy orDeficient theory of motivation. J.S. Adams Equity Theory , VroomsExpectation Theory, Two factor Theory.

Ms Clellands Achievement Need Theory

According to Mc Clellands 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 adesire for improvement and lack for situation in which successful outcomesare directly correlated with their efforts. They set more difficult but achievablegoals 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 thesurroundings. Power motivations positive applications results in domesticleadership 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 formationof informal groups or social circle.

Behavioral Modification Theory

According to this theory people behavior is the outcome of favorable pastcircumstances. This theory is based on learning theory. Skinner conducted hisresearches among rats and school children. He found that stimulus for

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desirable behavior could be strengthened by rewarding it at the earliest. In theindustrial situation, this relevance of this theory may be found in theinstallation of financial and non financial incentives.

More immediate is the reward and stimulation or if motivates it. Withdrawalof reward incase of low standard work may also produce the desired result.However, researches show that it is generally more effective to reward desiredbehavior than to punish undesired behavior.

Abraham H Maslow Need Hierarchy for Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided bybehavioral scientists, A.H Maslow and Frederick Heizberg, whose publishedworks are the Bible of Motivation . Although Maslow himself did not applyhis theory to industrial situation, it has wide impact for beyond academiccircles. Douglous Mac Gregor has used Maslows theory to interpret specificproblems in personnel administration and industrial relations.

The crux of Maslows theory is that human needs are arranged in hierarchycomposed of five categories. The lowest level needs are physiological and thehighest levels are the self actualization needs. Maslow starts with theformation that man is a wanting animal with a hierarchy of needs of whichsome are lower ins scale and some are in a higher scale or system of values. Asthe lower needs are satisfied, higher needs emerge. Higher needs cannot besatisfied unless lower needs are fulfilled. A satisfied need is not a motivator.This resembles the standard economic theory of diminishing returns. Thehierarchy of needs at work in the individual is today a routine tool of personneltrade and when these needs are active, they act as powerful conditioners of behavior as Motivators. Physiological or Body Needs. :- The individual moveup the ladder responding first to the physiological needs for nourishment,

clothing and shelter. These physical needs must be equated with pay rate, paypractices and to an extent with physical condition of the job.

Safety :- The next in order of needs is safety needs, the need to be free fromdanger, either from other people or from environment. The individual want toassured, once his bodily needs are satisfied, that they are secure and willcontinue to be satisfied for foreseeable feature. The safety needs may take theform of job security, security against disease, misfortune, old age etc as alsoagainst industrial injury. Such needs are generally met by safety laws, measure

of social security, protective labor laws and collective agreements.

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Social needs :- Going up the scale of needs the individual feels the desire towork in a cohesive group and develop a sense of belonging and identificationwith a group. He feels the need to love and be loved and the need to belong

and be identified with a group. In a large organization it is not easy to build upsocial relations, However close relationship can be built up with at least somefellow workers. Every employee wants too feel that he is wanted or acceptedand that he is not an alien facing a hostile group.

Ego or Esteem Needs :- These needs are reflected in our desire for status andrecognition, respect and prestige in the work group or work place such as isconferred by the recognition of ones merit by promotion, by participation inmanagement and by fulfillment of workers urge for self expression. Some of the needs relate to ones esteem e. g . need for achievement , self confidence,knowledge, competence etc. One the job, this means praise for a job but moreimportant it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals.

Self realization or Actualization needs :- This upper level need is one whichwhen satisfied provide insights to support future research regarding strategicguidance for organization that are both providing and using reward /

recognition programs makes the employee give up the dependence on others oron the environment. He becomes growth oriented, self oriented, directed,detached and creative. This need reflects a state defined in terms of the extentto which an individual attains his personnel goal. This is the need which totallylies within oneself and there is no demand from any external situation orperson.

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Types of Motivation

Intrinsic motivation occurs when people are internally motivated to dosomething because it either brings them pleasure, they think it is important, or

they feel that what they are learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to dosomething or act a certain way because of factors to him or her (like money orgood grades)

Incentives

An incentive is something which stimulates a person towards some goal. Itactivates human needs and creates the desire to work. Thus , an incentive is ameans of motivation. In organization, increase in incentive leads to betterperformance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is neverfully satisfied. If one need is satisfied, the other need arises. In order to

motivate the employees, the management should try to satisfy their needs. Forthis purpose, both financial and non financial incentives may be used by themanagement to motivate the workers. Financial incentives or motivators arethose which are associated with money. They include wages and salaries,fringe benefits, bonus, retirement benefits etc. Non financial motivators arethose which are not associated with monetary rewards. They include intangibleincentives like ego-satisfaction, self-actualization and responsibility.

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INCENTIVES

Financial Incentives Non- Financial Incentives - Wages and Salaries - Competition- Bonus - Group recognition- Medical reimbursement - Job security- Insurance - Praise- Housing facility - Knowledge of result- Retirement benefits. - Workers participation

- Suggestion system- Opportunities for growth

Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force itto drink, it will drink only if its thirsty so with people. They will do whatthey want to do or otherwise motivated to do. Whether it is to excel on the

workshop floor or in the ivory tower they must be motivated or driven to it,either by themselves or through eternal stimulus.

Are they born with the self motivation or drive ? Yes and no. If no, they canbe motivated, for motivation is a skill which can and must be learnt. This isessential for any business to survive and succeed.

Performance is considered to be a function of ability and motivation, thus Job performance = f (ability ) (motivation)

Ability in turn depends on education, experience and training and itsimprovement is a show and long process. On the other hand motivation can beimproved quickly. There are many options and an uninitiated manager may noteven know where to start. As a guideline, there are broadly seven strategies formotivation.

There are broadly seven strategies for motivation.

Positive reinforcement / high expectations

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Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance

Essentially, there is a gap between an individuals actual state and somedesired state and the manager tries to reduce this gap. Motivation is , in effect,a means to reduce and manipulate this gap.

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Research DesignThe research design adopted is descriptive research design. It involves fact-finding, inquiries of different kinds i.e interviews and questionnaires.

HYPOTHESIS FORMULATION

A hypothesis is a preliminary or tentative explanation or postulate by theresearcher of what the researcher considers the outcome of an investigationwill be. It is an informed / educated guess. It indicates the expectation of theresearcher regarding certain variables. It is the most specific way in which ananswer to a problem can be stated.

Research hypotheses are the specific testable predictions made about theindependent and dependent variables in the study. Hypotheses are couched interms of the particular independent and dependent variables that are going tobe used in the study. The research hypothesis of this study is as follows.

Ho : There is no significant relationship between incentives and employeesperformance.Ho : There is no significant relationship between career development

opportunities and the extent of employee motivation.Ho : There is no significant relationship between performance appraisalsystem and the extent of motivation.Ho : There is no significant relationship between interpersonal relationship inthe organization and extent of motivation .

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COLLECTION OF DATE

Primary data Data is collected through interview and questionnaires.Secondary data - Data were collected from documents, records, journals,Internet, text books and company past records etc.The questionnaire consists of open ended dichotomous, rating and rankingquestions.

Variables of the Study :

The direct variable of the study is the employee motivation.Indirect variables are the incentives, interpersonal relations, career

development opportunities and performance appraisal system.

INSTRUMENTS USED

The instruments used in the research are questionnaire and interviews

ANALYSIS AND PRESENTATION OF DATA

The data are presented through charts and tables.

Correlation is used to test the hypothesis and draw inferences.

LIMITATIONS OF THE STUDY

The limitations of the study are the following The data was collected through questionnaire. The responds from the

respondents may not be accurate. The sample taken for the study was only 50 and the results drawn may

not be accurate. Since the organization has strict control, it acts as another barrier for

getting data. Another difficulty was very limited time span of the project. Lack of experience or Researcher.

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ANALYSIS AND INTERPRETATION OF DATA

Descriptive Statistics

1. Response about the support from the HR Department

S.No. ParticularNumber of

RespondentsPercentage %

1. Highly Satisfied 18 362. Satisfied 29 583. Neutral 3 64. Dissatisfied 0 0

5. Highly Dissatisfied 0 0Total 50 100

18

29

3

0 00

5

10

15

20

25

30

Highly Satisf ied Satisfied N eut ral Dissatisfied Highly Diss atisfied

Number of Respondents

Interpretation

The table show that 58% of the respondents are satisfied with support they regetting from the HR Department.

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2. Management is interested in motivating the employees



1. Strongly Agree 27 542. Agree 20 403. Neutral 3 64. Disagree 0 05. Strongly Disagree 0 0

Total 50 100

2720

3 00Strongly Agree

AgreeNeutralDisagreeStrongly Disagree

Interpretation

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

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3. The type of incentives motivates you more.



1. Financial Incentives 15 302. Non Financial Incentives 9 183. Both 26 52

Total 50 100

15

9

26

Financial IncentivesNon Financial IncentivesBoth

Interpretation

The table shows that 52% of the respondents are expressing that both financialand non financial incentives will equally motivate them.

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4. Satisfaction with the present incentive scheme



1. Highly Satisfied 18 362. Satisfied 29 583. Neutral 3 64. Dissatisfied 0 05. Highly Dissatisfied 0 0

Total 50 100

18

29

3

0

0

Highly SatisfiedSatisfiedNeutralDissatisfiedHighly Dissatisfied

Interpretation

The table shows that 58% of the respondents are satisfied with the presentincentive scheme of the organization.

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5. The company is eagerness in recognizing and acknowledgingemployees work.

S.No. Particular

Number of

Respondents Percentage %1. Strongly Agree 18 542. Agree 29 583. Neutral 3 64. Disagree 0 05. Strongly Disagree 0 0

Total 50 100

18

29

3 00

Strongly Agree AgreeNeutralDisagreeStrongly Disagree

Interpretation

From the study, 58% of employees agrees that the company is eager inrecognizing and acknowledging their work, 36% strongly agreed and only 6%showed neutral response.

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6. Periodical increases in Salary.




Total 50 100

Strongly Agree, 12

Agree, 23

Neutral, 3

Disagree, 9

Strongly Disagree, 3

Interpretation

The table show 46% of employees agree that there is a periodical increase in

the salary.

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7. Job Security existing in the company




Total 50 100


15

18

11

3 3

02468

101214161820

Strongly Agree

Agree Neutral Disagree StronglyDisagree


Interpretation

The table shows 35% of employees agree with good job security exist in thecompany.

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8. Good relation with the co-workers.




Total 50 100

15

27

8 00


Interpretation

The table shows 54% of the respondents agree that they have good relationswith co-worker.

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9. Effective performance appraisal system.




Total 50 100

10

23

86

3

0

5

10

15

20

25

Strongly Agree



Interpretation

The table shows 46% of the respondents agree to effective performanceappraisal system existing in the company.

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10. Effective promotional opportunities in present job.




Total 50 100

9

26

9

3 3

0

5

10

15

20

25

30

Strongly Agree



Interpretation

The table shows 52% of the respondents agree with effective promotionalopportunities in their present job.

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11. Good safety measure existing in the organization.




Total 50 100

15

23

3

6

3

0 5 10 15 20 25

Strongly Agree

Agree

Neutral

Disagree

StronglyDisagree


Interpretation

The table shows 46% of the respondents agree that there is a good safetymeasure existing in the company.

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12. Performance appraisal activities are helpful to get motivated.




Total 50 100

Strongly Agree, 9

Agree, 23

Neutral, 6

Disagree, 3

StronglyDisagree, 9

Interpretation

The table shows 46% of the respondents agree that the performance appraisal

activities are helpful to get motivated.

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13. Support from the co-worker is helpful to get motivated.




Total 50 100

12

29

0

6

30

5

10

15

20

25

30

35

Strongly Agree



Interpretation

The table shows 58% of the respondents agree that the support from the co-

worker is helpful to get motivated.

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14. Career development opportunities are helpful to get motivated.




Total 50 100

Strongly Agree



10

26

2 48

Interpretation

The table shows 52% of the respondents agree that the career developmentopportunities are helpful to get motivated.

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15. Factors which motivates you the most.




Total 50 100

21

15

3

5

6


Interpretation

The table shows that the 42% of the respondent is responding that increase insalary will motivate them the most.

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16. Incentives and other benefits will influence your performance.



1. Influence 32 642. Does not Influence 12 243. No opinion 6 12

Total 50 100

32

12

6

0 10 20 30 40

Influence

Does notInfluence

No opinion


Interpretation

The table shows 64% of the respondents responded that incentives and otherbenefits will influence their performance.

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17. Management involves you in decision making which are connected toyour department.

S.No. Particular

Number of

Respondents Percentage %1. Yes 47 942. No 0 03. Occasionally 3 6

Total 50 100

47

0 3

YesNoOccasionally

Interpretation

The table shows 94% of the respondents agree that they the Managementinvolve hem in decision making which are connected to your department.

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FINDINGS

The findings of the study are follows

REIL has a well defined organization structure . There is a harmonious relationship is exist in the organization between

employees and management. The employees are a 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 amongemployees. 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 inhelpful to get motivated.

The study reveals that increase in the salary will motivates theemployees more.

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CONCLUSION

The study concludes that, the motivational program procedure inRAJASTHAN ELECTRONICS & INSTRUMENTS LTD is found effective

but not highly effective. The study on employee motivation highlighted somany factors which will help to motivate the employees. The study wasconducted among 50 employees and collected information through structuredquestionnaire. The study helped to findings which were related with employeemotivational programs which are provided in the organization.

The performance appraisal activities really play a major role in motivating theemployees of the organization. It is a major factor that makes an employeefeels good in his work and results in his satisfaction too. The organization canstill concentrate on specific areas which are evolved from this study in order tomake the motivational programs more effective. Only if the employees areproperly motivated- they work well and only if they work well theorganization is going to benefit out it. Steps should be taken to improve themotivational programs procedure in the future.

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REICOMMENDATIONS

The suggestions for the findings from the study are follows

Most of the employees agree that the performance appraisal are helpfulto get motivated, so the company should try to improve performanceappraisal system, so that they can improve their performance.

Non financial incentive plans should also be implemented ,it canimprove the productivity level of the employees.

Organization should give importance to communication betweenemployees and gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given be theemployees 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 forthe success of the organization.

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QUESTIONNAIRE

A STUDY OF MOTIVATION WITH THE EMPLOYEES OFRAJASTHAN ELECTRONICS & INSTRUMENTS LTD. JAIPUR.

QUESTIONNAIRE :-

Q.1 How satisfied are you with the support from HR department .a. Highly satisfied b. Satisfiedc. Neutral d. Highly dissatisfied

Q.2 Management is interested in motivation the employeesa. Strongly agree b. Agree

c. Neither agree nor disagree d. Disagreee. Strongly disagreeQ.3 What type of incentives motivate you more ?

a. Financial incentives b. Non financial incentivesc. both

Q.4 How satisfied are you with the present incentive schemea. Highly satisfied b. Satisfiedc. Neutral d. Dissatisfiede. Highly dissatisfied

Q.5 The company is eager in acknowledging and recognizing employees work a. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.6 There is a periodic increase in the salarya. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.7 Job security exists in the company

a. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.8 Mostly people in the company have good relations with their co workersa. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.9 The performance appraisal system is extremely effectivea. Strongly agree b. Agreec. Neither agree nor disagree d. Disagree

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e. Strongly disagreeQ.10 Effective promotional opportunities of are present in the job

a. Strongly agree b. Agreec. Neither agree nor disagree d. Disagree

e. Strongly disagreeQ.11 Good safety measures exist in the organization

a. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.12 Performance appraisal activities are helpful in motivating.a. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.13 Support from the co workers is helpful in getting motivateda. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.14 Career development opportunities are helpful in getting motivateda. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.15 Factors which motivates you the mosta. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.16 Incentives and other benefits will improve your performancea. Strongly agree b. Agreec. Neither agree nor disagree d. Disagreee. Strongly disagree

Q.17 Management involves you in decision making which is connected to your

departmenta. Yes b. Noc. Occasionally

Any Suggestion :-

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BIBLIOGRAPHYThe pages contain data compiled , and recommendations given by me after anin depth study of various hr functions at REIL , JAIPUR. Sources such as :

Hr manual (REIL) , Jaipur Other written manuals of P&IR deptt. Robbins & Desenzo Wikipedia. Com Yellow pages Businessballs. Com Hrmguide. Net Business performance (India)

Rport Riel

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