Beruflich Dokumente
Kultur Dokumente
ON
MOTIVATION AT
CORONA PHARMACEUTICALS PVT LTD.
prepare this project I have copied any time of him any source on other
CONTENTS
Chapter-1 Company Profile
Profile of Corona
Basic information
Products
It turned out into a force reckon with quality, availability within the affordable reach of
the consumer, continuous new product development, manufactured under strict quality
control and as per Schedule-M, W.H.O-G.M.P guidelines are just a few factors that
contributes to our success
'CORONA' has market exposure in more than 19 STATES in INDIA with wide product
segment like Tablets, Capsule and syrup (Oral Liquid) Ointment, Gum Paints, Injectable
(Liquid and Dry Powder)
Pharma Profession which is considered may be only next to God, Ultimately all this hard-
work, dedication and commitment boils down to just one selfish desire of ours
Good health is the primary goal of any individual, society or the nation as a whole.
Corona is an Ethical, Transparent, Spirited, and Vibrant organization with progressive
outlook.
The dedicated approach of Corona has made available a range of innovative, value
added, evidence based products for the ailing patients like patent filed hepatoprotective
anticold & hepatoprotective pain healing medicines. Therefore Corona's products have
found immediate acceptance by practicing doctors.
As a result, in last five years Corona aroused from ground to sky and has hoisted our flag
among top 100 pharma companies today. In next five years, we at Corona aim to be
among the top 50 companies of India.
At Corona, growth is essence of life. Looking to last years growth, our market position &
new horizons in Indian & overseas markets, Corona aim to be equipped with its dream
project at Changodar, Ahmedabad, Gujarat by year 2011. The project consist of new state
of art manufacturing facility that will enable Corona to enter in niche segment like
lyophilizes highly stable hormone & PPI injections, R & D center, Corporate house,
Warehouse & Dispatch department spreaded over 8000 sq. yards of land that has already
been acquired for the
project. The successful completion of this project will take us towards the peak of
Pharma mountain.
Today Corona is backed by a dedicated team of over 350 marketing professionals. This
figure will cross 500 just in 2011 as a part of our expansion plan.
These words sum up the efforts of Corona, which integrates people, processes and
potential towards the betterment of mankind. We project that in next five year these
efforts will take us to achieve our desired goal mentioned below.
Our Belief
Innovation&Novel concept
Affordable prices
Quality brands
Attractive packaging
Customer delight
Wide spread product availability
Medico-marketing Programme
Our Philosophy
Employee are our biggest asset
Attrition is less than 3% while industry has more than 30% hence Stress free culture
Employee should be profit partner
Novel concept of E-change incentive where people have earned more than 5 Lac
Incentive
360 Marketing support
Sampling, CME, Conference
Fast decision making
Therapeutic Coverage
Gastro Paediatric Pain mgmt Respiratory Hormone &
intestinal supplements
Bile therapy Anti infective NSAIDs Cough & Hormone Inj
cold
Anti- Nutraceutical Analgesic Anti- Progesteron
ulcerant asthamatics
Anti-emetic Calcium supp. Anti- Anti-allergic OCP
Osteoporotic
Anti- Anti-emetic Anti-infectives - Ovluation
diarrhoeal Induction
Antacid Multivitamin- Anti- - Infertility
minerals spasmodic supplement
- Iron supple. Anti- - Iron & calcium
hammorageic supple
- Cough & cold - - -
BASIC INFORMATION
About Us
Products exporting
pharma products, p
Company Profile
Contact Information
Company Name Corona Pharmaceuticals Pvt. Ltd.
KHASRA NO. 402, 7 KM. MILE STONE, NH-74, JASPUR ROAD,
Address
Kashipur - 244713, Uttarakhand, India
Phone No 91-5947-211314
Contact Person Mr. Suraj Arora (Director)
Mobile +919897648622
PRODUCTS
Cefpodoxime
Triocid Arizyme
Tablets
Cefpodoxime
Triocid Arizyme Vincal
Tablets
Calcium
Cloxacilin Cloxacillin
Carbonate & Ciprofloxacin
Sodium Casules Sodium Capsules
Vitamin D3 Tablets BP
USP USP
Tablets
STAFF:
Mr Sudanshu Mathur
Mr Kapil Kumar
CHIEF
MANAGING DIRECTOR
EXECUTIVE DIRECTOR
GENERAL MANAGER
PROMOTIONS:
If an employee has shown the abilities, he may be considered for
promotion, provided;
INCREMENT:
TRANSPORT FACILITY:
UNIFORM:
CANTEEN:
Health is very important not only for employee but for company
as well. Even appointment of employee is subject to his being found
and remaining medically fit. Medical check up is being carried out by
companys doctor. Employees are expected to take all preventive steps
to maintain a good health.
Introduction
Hard work and dedication is the key to any successful completion of any job
ever, our success to this project report cannot be accounted for by only these
factors.
During the course of this study, many useful suggestions and constructive
criticism came across which really helped a lot in giving this project a
professional look. I extend my heartiest thanks to all those persons whose
extent and I sincerely hope that this report will serve its purpose for the GENESIS
INTERNATIONAL.
gets the members of the team to pull their weight effectively, to give their
loyalty to the group, to carry out properly the tasks they have accepted and
generally to pay an effective part in the job that the group has undertaken.
The basic objective of the present study is to Study the Motivation Level of
employees motivation.
organization as a whole.
the company.
The sample size in the project was taken as 10 employees working at the top-level
(b) Two weeks adjusted to analysis the data and remaining project work.
The data was collected through primary sources in the form of records and
discussions with the concerned authority and top level management and
with the help of questionnaire method. The respondents who were provided a set
by this method. Knowledge, opinion, motivation and intent are usually not open
to observation. Multiple-choice question were introduced as they are faster to
During the course of framing the questions, it was kept in mind that there should be
exploratory research lays the foundation of a good research design, which would
Conclusive Research
information needed .Its analysis and finding as per the research objectives
conclusive research follows exploratory research. A large number of observations
allowed.
In this project I have tried to present briefly the motivation level at GENESIS. Also
tried to collect some information from the employees and get their feedback on the
existing system. My aim through out the training was to get a better insight into the
1. Know how after motivating the workers, a manager direct or guides the
workers action in the desired direction for accomplishing the goals of the
organization.
2. Know how motivation reduces the friction between the workers and
the management.
1.8 Limitations of the Study
this project but these limitations could not restrict the progress and
Some of the inevitable limitations that crept in the study are as under:-
the research.
employees.
4. Latest data of the company and books concerned were not easily
available.
their frustration.
HUMAN RESOURCE MANAGEMENT:
management ever since the organized activities started. During the last
seven decades numerous expert, thinkers and theorist have studied different
-Traditional Theories
-Modern Theories
These theory stresses that man should have control over his work
Like Maslow Hertzberg believed that people had higher and lower levels of needs. Unlike Maslow
who had five levels of needs Hertzberg has divided human needs into two categories.
Hygiene factors
called because they are seen to work like preventative medicine. They
stop you from getting sick but do not really do anything to make you
the healthiest that you can be, or better than you were. In a
people to do their very best but they are needed to stop people
Motivating factors
Hertzberg believed that these two levels of needs were equally important for job
satisfaction however they worked in different ways. If the lower needs are
inadequate workers will quickly become dissatisfied, however, as these needs are
satisfied trying to motivate staff by just adding more hygiene factors such as wages
or work hours is an inefficient and short term solution. A better way would be to
appeal to their higher level needs by giving them more responsibility or giving them
In this way the individuals goals are satisfied as well as those of the organisation. Job enrichment
programs are where jobs are redesigned to incorporate these motivating factors.
Motivating
Maintenance Factors
Factors
Achievement
Company policy and administration
Recognition
Technical supervision
Work itself
Job Security
According to this theory there are five categories of human needs. They are
as follows:-
Self-
. Actualizatio
n
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
1. Physiological Needs
These are the biological needs required to preserve human life. These
2. Safety Needs
These needs are concerned with the protection from danger, deprivation and
threat.
3. Social Needs
Man is a social animal as he seeks affiliation (association) with others. These needs
refer to need for belonging, need for acceptance, need for love, affection etc.
4. Esteem Needs
recognition etc.
These are the needs for releasing ones full potential for continued self-development
for being creative. It is the desire of becoming what one is capable of.
1.9.4 Traditional Theories of Work Motivation
Among these the most important are fear and punishment theory and
The approach involves the use of coercion and threat close supervision and tight
control of behavior. The approach was authoritarian and military in tones and
individual has no option but to either be up to standard or leave the job. It was based
This approach involves the offer of some reward and good working conditions to
motivate people. It is based upon the assumption that people are motivated to the
extent to which they are rewarded. Frederic Taylor is said to the organization of this
theory. But there are difficulties in this approach. People continuously expect more,
but they give less and less. Flippo found that satisfied people were not necessarily
highly motivated to stick to the high output moreover they often became quickly
disenchanted and rebellious if the employers could not continue to increase the
wages and benefits to keep pace with their ever increasing expectation.
Carrot and Stick Approach
This approach assumes that people can be motivated to work if rewards are
Minimal level.
to work with zeal, initiative, interest and enthusiasm with a high personal
indicated this when he was the chairperson of the General Food. He said
You can buy a mans time, you can buy a mans physical presence at given
place; you can even buy a measured number of skilled motions per hour or
day: but you cannot buy devotion of heart, mind and soul. You have to earn
these things.
If a manager wants to get work done by his employees he can either hold out
a promise or a reward for them for doing work in a better or improved way
through the possibility of gain or reward. People work for incentives in the
It is based upon the force and fear. Fear caused persons to act in certain way
because they are afraid of the consequences if they do not. If workers do not
work they are threaten with lay off or demotion. In other words, Fear
through its use, only the minimum of effort is put into to avoid punishment.
Moreover the imposition of punishment frequently results is frustration
spite of the demerits, negative motivation has been used to achieve the
management, which has not used the negative motivation at some time or
the other. However, in recent years the trend has been towards the use of
positive motivation.
Extrinsic Motivation
holidays and vacation. By and large, these motivators are associated with
financial rewards.
Intrinsic Motivation
worthwhile i. e. The satisfaction one gets after doing ones work well.
The results are presented in the table below and the figures represent the
number of respondents that for example chose that alternative as number
one, number two and so on. In the right margin of the table we present the
sum of the respondents that chose that alternative as one of their four
choices.
Interpretation: 38% employees says that they are satisfied with the salary, 20%
Q.2. Does your boss ask about the problems faced by you?
about their problem.15% says company never asked about their problems and
while others are dissatisfied with the welfare activities given by the organization.
Q.4. Your opinion about the relationship between the management and
employees ?
Sr.No. Answer Percent of total
1 Relations are good 20
2 Bad 15
3 Normal 65
Interpretation: 65% respondents says that they have normal relationship with
management while 15% agree that they have problem regarding relationship
their instructions honestly while 10% denied it 35% say I happen sometime only.
average regarding punctuality while 10% remark negative and 20% they
a subsidiary?
4.1 Findings
Workers Education
The education category of the workers has been categorized in to three parts:
i. Less qualified
No. Of
Less qualified
1 10
Medium
2 qualified 30
Highly
3 qualified 25
4.1 Findings
Most of the respondent said that the company asked them about their
Their exists dress code for worker of the level of peon, driver and cook.
with shoes for summer and two pair of suits with blazer for winters
suggestions to their superior freely. Not only this, if the suggestion are
staff and the facilities given are appreciable. The atmosphere in which
attention.
1. Company should train the front office staff more effectively because
motivate them.
staff and top authority where staff can express their personal or
1. During the work period immediate boss should provide some power
decision quickly.
meeting where they can listen and discuss employees problem and
along with they can appreciate the good worker between the among
The organization is very well established with sound policies. My visit to the
The general impression from the study and discussion with the staff &
though the level was not found to be very high. Reason to this may be
companys members were well cultured and well mannered as that can be
seen by the above findings i.e. skill level of employees. The company has
highly qualified professionals that are a healthy sign the company and the
quality based products that offer value for money & contribute in improving
BOOKS REFFERED
WEBSITES:
www.Mirza International.com
www.hrtools.com
wwwgoogle.com
Annexure
Name-.. Gender-..
Age- Dsignation-..
Department-
(1) Yes
(2) No
(3) Average
Q.2. Does Your Boss Ask About The Problems Faced By You?
(1) Yes
(2) No
(3) Average
Company As A Subsidiary?
(1) Yes
(2) No
(3) Average
(1) Good
(2) Bad
(3) Normal
Q.5.Your Job Is Highly Motivating?
(1) Agree
(2) Disgree
(1) Agree
(2) Disgree
(1) Agree
(2) Disgree
(1) Yes
(2) Sometimes
(3) No
(2) Advancement
(3) Status
Q.10. Do You Think Job Makes The Best Use Of The Abilities?
(1) Agree
(2) Disgree