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CONTENTS

CHAPTER CHAPTER NAME PAGE NO.

1. INTRODUCTION

2. PROFILE

2.1 Industry Profile

2.2 Company Profile

2.3 Product Profile

3. RESEARCH METHODOLOGY

3.1 Research Methodology

3.2 Objectives of Study

3.3Scope of Study

ANALYSIS AND INTERPRETATION

4. EMPLOYEE MOTIVATION IN KTDC IN TVPM

- AN ANALYSIS

5. FINDINGS, SUGGESTIONS & CONCLUSION

BIBILOGRAPHY

6. Questionnaire
SCHEME OF REPORT

The whole report consists of 5 chapters, first chapter deals with

introduction, Company Profile and Scheme of reports. Second chapter is an

attempt to deal with review of literature, and third chapter deals with research

methodology.

Fourth chapter deals with analysis and interpretation of collected

data and the fifth chapter with findings, suggestions and conclusion.
CHAPTER - I

INTRODUCTION

TOURISM- A PANACEA FOR ECONOMIC DEVELOPMENT

Tourism is currently one of Indian economy. It is fast emerging

as the industry of the 21st century, with its substantial contributions to

sustainable human development, including poverty alleviation, employment

generation, environmental regeneration and advancement of women. Tourism

has also become an instrument for the promotion of handicraft, arts and the

cultural heritage of the country.

In recent years, second holidays or vacations have become more

popular as people's discretionary income increases. Typical combinations are a

package to the typical mass tourist's resort, with a winter skiing holiday or

weekend break to the city or national park. In our country also, tourism has

been considered as industry. It helps to generate huge amount of income to the

nation and in providing employment to a large people. The development of

tourism sector helped in the development of areas in a country. The earnings

generated from the tourism sector have shown an upward trend, due to high

level of disposable income they have, which stimulates the growth of the

economy.
CHAPTER-2

PROFILE

2.1-INDUSTRY PROFILE
The tourism industry in India is substantial and vibrant, and the

country is fast becoming a major global destination, India's travel and tourism

industry is one of the most profitable industries in the country, and also

credited wit contributing a substantial a mount of foreign exchange. Several

reasons are cited for the growth and prosperity of India's travel and tourism

industry. Economic growth has added millions annually to ranks of India's

middle class, a group that is driving domestic tourism growth.

There are different forms of tourism, which include pilgrimage,

health, tourism, leisure travel, winter tourism, mass tourism, niche tourism.

There has been an up market trend in tourism over the 1st few decades,

especially in Europe where international travel for short break is common.

Tourists have higher levels of disposable income and greater leisure time and

they are also better educated and have more sophiscated tastes.

There is now a demand for a better quality products which has

resulted in a fragmenting of the mass for beaches vacations people want more

specialized versions, such as club 1830, quieter resorts , family - oriented

holidays, or niche marketing - targeted destination hotels. As well people are

taking second short break holidays.


Sustainable Tourism is becoming more popular as people start to

realize the devastating effects, poorly planned tourism can have on

communities. Receptive tourism is now growing at a very rapid rate in many

developing countries, where it is often the most important economic activity in

local GDP.

In recent years, second holidays or vacations have become more

popular as people's discretionary income increases. Typical combinations are a

package to the typical mass tourist's resort, with a winter skiing holiday or

weekend break to the city or national park. In our country also, tourism has

been considered as industry. It helps to generate huge amount of income to the

nation and in providing employment to a large people. The development of

tourism sector helped in the development of areas in a country. The earnings

generated from the tourism sector have shown an upward trend, due to high

level of disposable income they have, which stimulates the growth of the

economy.

Space tourism is expected to "take off in the first quarter of 21st

century, although compared with traditional destination the number of tourists

in orbit will remain low until technologies such as space elevator make space

travel cheap.

Technological improvement is likely to make possible air- ship s

hotels, based either on solar - powered air planes or large dirigibles.

Underwater hotels will be built. On the Ocean tourists will be welcomed by

ever large cruise ship and perhaps floating cities. Some futurists expect the
moveable hotel "pods" will be created that could be temporarily erected

anywhere on the planet, where building a permanent resort would be

unacceptable politically, economically or environmentally.

Recognizing the importance of tourism as a socio- economic

activity and a major contributor to national economy, the development of the

sector is being given high priority. The government has formulated a new

National Tourism Policy that emphasis the roles of public and private sector in

tourism development. The policy also recognizes the importance of creating

awareness and participation of grass - root level institutions in tourism

development. Keeping in view the required level of sustainability to be

achieved in the development of tourism, particularly in ecologically fragile

areas, the government has also introduced a comprehensive policy and

guidelines for the development of eco-tourism in the country.

GROWTH OF TOURISM

The ministry of tourism in any country seeks ways to promote

and development tourism in the country. Tourism industry growth in any

country is prone to the changing conditions. In the event when a country is

passing through a low phase or an individual's job is at stake, not many people

choose to travel. This poses a limitation in the spending power of the

individuals. People under these circumstances tend to settle for low budget

restaurants, hotels or opt for amusement park or near by places.


TOURISM AND ECONOMY

Occasionally, tourism industry is subjected to several snags.

These hindrances cause the economy of a country to become slow, resulting in

the GDP being sloe and consequently employment opportunities get affected.

IMPROVING TOURISM INDUSTRY GROWTH

The ministry of tourism adopts many policies to counter act

hurdles and obstacles which come in the way of the development of tourism in

a country. Policies adopted by Ministry of tourism are aimed at enhancing

services and tourism tools to attract as many tourists as possible. This also

includes working on eco tourism projects. Every possible effort is made to set

standards as per norms of the world tourism industry.

Tourism improvement programs;

 Making the marketing tools and promotional tools strong.

 Employ trained personnel.

 Make the programs act as catalyst in investment by private bodies.

 Propounding projects and programs at the national level.

 Carry out research work for the betterment of the tourism industry.

 Infrastructure is developed.

TOURISM IN KERALA

Kerala, a state situated on the topical Malabar coast of

southwestern India, is one of the most popular tourist destination in the


country. Kerala is famous especially for its eco- tourism initiatives. It's unique

culture are traditions, coupled with its varied demography has made Kerala one

of most popular tourist rate of destination in the World. Growing a 31%, the

tourism industry is a major or contributor to the state economy. Until the early

1980's Kerala was hitherto unknown destination with most tourist circuits

Concentrated around north of the country. The tag line Kerala -

God's own country was adopted in its tourism promotion and become

synonymous with the state.

The state's tourism agenda promotes ecologically sustained

tourism, which focuses on the local culture, wild adventures, volunteering and

person growth of the local population, Efforts are taken to minimize the

adverse effects to traditional tourism on the natural environment and enhance

the culture integrity of local people.

HISTORICAL CONTEXT

Since its incorporation as a state Kerala's economy largely

operated under welfare based democratic- socialist principles. This mode of

development through resulted in a high human development index and standard

of living among the people , lead to an economic stagnation in the 1980's.

By 1986 tourism had gained tourism industry status Kerala

tourism subsequently adopted tagline God's Own Country in its advertising

campaigns. In 2003 Kerala a hitherto unknown tourism destination in the


world. Today growing at a rate of 13.3%. Kerala one of the most visited

tourism destination in India.

2.2-COMPANY PROFILE

KERALA TOURISM DEVELOPMENT COPORATION Ltd is

the largest chain of hotels in Kerala sis a company Incorporated under Indian

Company's Act 1956. It was incorporated as Kerala Tourism Handicraft

Development Corporation Ltd in 26th December 1965. KTDC had started it

business operation on 1st April 1966 with three hotel viz Aranya Nivas & Lake

Palace & Kovalam Complex, which has been handed over by Government as

capital. In July 15 1970 the corporation was renamed "Keral Tourism

Development Corporation."

It has the official slogan "Official Host to God's Own Country".

KTDC corporate office is situated in Trivandrum and has three offices in

Trivandrum, Kochi and Kannur and owners over 60 properties across the state.

KTDC has membership in prestige International and National Organization s

like WTO, LATO, TAAI, and FHRAI.

KTDC is focusing on operating a chain of hotels and

transportation network for tourist in Kerala. KTDC has luxurious and a

diversity of hotels (from motels to premium hotels). Most of KTDC luxury & a

diversity of hotels are located in exotic destination Bolgaty Palace on Cochin,

Lake Palace and Aranya Nivas in the jungles of Thekkady, Hotel Samudra at
Kovalam beach, water scopes on the Vembanad Lake, and Tea County at

Munnar, Mascot Hotel at the heart of the city etc.

KTDC regularly conduct food festivals during Onam, Christmas

seasons. KTDC is also regular participant in National and International fair like

ITB-Berlin , WTM - London and ATM- Dubai etc and by participating in these

fairs KTDC can improve its business. KTDC's online services offer booking

rooms online and pay online from any part of the world. KTDC has a

subsidiary company called TRKL for forming joint ventures with leading

players in tourism.

OBJECTIVES:

KTDC is now successfully running a chain of hotels ranging

from luxury hotels to Yatri Nivas. Motels and Beer Parlors etc with the

objective.

 To elevate tourism as the economic and employment priority of the state

by using tourism as the vehicle of growth for physical, social and

economic development of the state.

 To develop infrastructure through private sector and private-public

partnership, with government acting as facilitator and catalyst. To

develop and promote tourism products with continuous focus on

backwaters, Ayurveda performing arts, pilgrim centers, cuisines and eco

tourism. While promoting ayurveda, the value naturopathy herbal

medicines and tribal medicines will also be given due importance.


 To create sufficient quality human resources in the field of tourism

within the state and strengthen institutional mechanism.

 To explore and develop new markets for Kerala Tourism at domestic

and international levels

VISION

 To expand its services base to more and more emerging areas and in

developing new tourist destinations in the state.

 To increase Foreign Exchange and domestic contribution.

 To increase Foreign Exchange and Domestic contribution.

 To increase the Employment Opportunity (Direct & Indirect)

MISSION

"To develop infrastructure and quality accommodation option in

the State herby promoting tourism as a whole in the State."

HISTORY

KTDC was incorporated as a Private Limited Company on

29/12/1965, initially by name Kerala Tourist & Handicraft Development

Corporation (P) by Limited. KTDC commenced business from 0/04/1960 by

taking over Mascot Hotel, Trivandrum Kovalam Beach House Aranya Nivas ,

Thekkady, Periyar House and Edappalayam Tourist Benglow. The Corporation


was later renamed as Kerala Tourism Development Corporation Limited with

effect from 15/7/1970.

KTDC has a diversity of hotel from the most luxurious to the

most economical from small motel to world-class resorts, providing something

for every taste and budget. The corporation operates 8 Premium unit Hotels, 7

Budget Hotels, 14 Tamarind Easy Hotel, 3 KTDC restaurant, 12 Hotels 18

KTDC Restaurants and Beer Par lour, 1 CRC, 3 TRC, 2 Travel Division and 1

Shopping Complex.

Another major activity is Food Festivals conducted by KTDC

mainly at Mascot Hotel, Trivandrum and occasionally in other centers. KTDC

is participant in India International Trade Fare held at Pragathi Madan, New

Delhi every year.

KTDC offers comprehensive holiday package - exclusive

escapades offers holiday packages that are set in the premium properties of

KTDC. As a Pioneering Tourism Development Corporation, KTDC has also

introduced innovative concepts like insured holidays, which provide a complete

Kerala.

SHARE CAPITAL

The Corporation was incorporated with an authorized share

capital of Rs. 1 Crore, divided into 1 Lakh Equity Shares of Rs.100 Each. With

the expansion in the volume of business, the capital base has also increased. At

present authorized Share Capital of the corporation is Rs. 50 Crore and Paid up
Capital Rs. 49.7 Crore. The proposal to enhance the Authorized Capital to Rs.

75 Crore is under with Government. The shares of incorporation are held by:

1 Governor of Kerala 49,70,483 Shares of Rs. 100/- Each


2 Secretary (Tourism) One Share of Rs. 100/-

BORROWINGS

KTDC had earlier availed of loans from different banks for the

development projects amounting to Rs. 17.28 Crore. With a view to bring

down the rates of interest on these loans, discussion where held on various

banks and through a transport bidding process, with the approval of

government, KTDC has entrusted the take over the remaining balance of all the

above loans with the State Bank of India at their lowest negotiated rate of

3.15% below State Bank advance Rate. In addition to this , they shad availed of

the additional requirement of funds for completing the Mascot Hotel Up-

gradation project also from the State

Bank of India, making the total loan amount from SBI at Rs. 18.50 Crore. In

the process of debt swap KTDC could save considerable amount towards

interest. They also have a cash credit facility (working capital loan) of Rs. 2

Crore with State Bank of India.

MANAGEMENT AND ADMINISTRATION


The affairs of the Corporation are governed by the Board of

Directors. The total strength of Directors on the Board is 1.5 of which not more

than 9 could be Non- Official directors. The present members of the Board are:

Table No: 1.1


Board of Directors

1 Sri. Cheriyan Philip Chairman (Non-official)


2 Dr. V. Venu (IAS) Secretary , Tourism Director (official)
3 Mr.P.K. Mohanthy (IAS) Principal Secretary , Director (official)

Forest & Wild Life


4 Mrs. Ishita Roy (IAS) Secretary Chief Director (official)

Conservator of Forests
5 Mr. R.P. Sharma (IFS) Director of Tourism Director (official)
6 Mr. M. Sivasankar (IAS) Director (official)
7 Mr. K.G. Mohanlal (IFS) Managing Director
8 Mr.K.PSathees Director (Non-official)

h Chandran
9 Mr. John Britas Director (Non-official)
10 Mr. Puthalath Dineshan Director (Non-official)
11 Mr. M.P. Achuthan (MP) Director (Non-official)
12 Mr. Philip K Thomas Director (Non-official)
13 Mr. Sunny Director (Non-official)
14 Mr. Jainendr Kalpetta Director (Non-official)
15 Dr. A. A. Ameen Director (Non-official)
Source: Company Reports
2.3-PRODUCT PROFILE

KTDC, the largest Hotel Chain in Kerala has over 60 properties

across the State which includes a range of luxury, budget Hotels as well as

tamarinds and motels. Almost all these exclusive properties are set in exotic

theme locales across the State and all the properties have:

♦ Multicuisine Restaurants & Beer Parlors

♦ Coffee Shops

♦ 24 hr Room Service

♦ S Satellite Television

♦ Health Club

♦ Doctor Call

♦ Currency Exchange

♦ Travel Assistance & Car hire.

Apart from the exclusive array of day tours holiday packages for

Kerala, the Central Reservation Cell at KTDC is taking care of the onward

journey and the booking in selected hotels across India.


SERVICES OFFERED BY KTDC

The KTDC is autonomous body under Kerala. They have a wide

range of services to the tourist coming to the Kerala. They have a wide range of

Service for the tourist. KTDC have established four tourist reception centers at

Thiruvananthapuram and Ernakulam in addition to the information counters in

our hotel units and in the corporate office. They impart tourist information,

undertake reservation of hotel facilities and also monitor conducted and

package tours organized from these centers www. Ktdc. com.

KTDC PREMIUM HERITAGE HOTELS


A) MASCOT HOTEL (Five Star Hotels KTDC Heritage Business Hotel)

The KTDC Mascot Hotel, an exclusive heritage business hotel,

was originally built to house officers of the Royal British Army during World

War I. Today it offers travelers the perfect blend of heritage, luxury and

business in the heart of Thiruvananthapuram city. The hotel is also a hub for

those who seek to explore the city.

High Lights

66 Rooms with see facing Balconies, Restaurant, Coffee Shop,

Beer Par lour, Ayurve


dic Centre, Swimming spool, Pool Side Bars, In - House Movies,

Handicrafts Emporium, Travel Assistance, Car Hire, Laundry, Doctor, on Call,

Currency Exchange.

Attractions

Napier Museum, Kovalam Beach, Vizhinjam Harbour, Veli -

Ackulam, Pad manabhaswamy Temple, Ponmudi Hill Resort,

Varkala Beach. The Kashmiri and Kerala Batik Items, Kannada

Handicrafts etc.

B) BOLGATTY PALACE: (Deluxe Island Heritage Resort)


The Bolgatty Island is a short but inspiring boat ride away from

Kochi. The commercial capital of Kerala is also blessed with monuments of

great Historic Relevance. One such monument is Bolgatty Palace it is right on

the picturesque Bolgatty Island, surrendered by the quaint Chinese Fishing

Nets that hark back to thousands of years when this bustling harbour drew

traders around the world.

Highlights

4 Palace Suites, Swimming Pool, Conference Hall, Golf Course,

Horse Riding, Boating and Backwater Tours, Ayurvedic Center, Restaurant,


Beer Parlour, Kathakali Performance , Laundry, Doctor, on Call, Car Hire,

Currency Exchange, Travel Assistance.

Attractions

Chinese Fishing Nets, Dutch Palace, Jewish Synagogue, St.

Francis Church, Hill Palace Museum, Willington Island, Museum of Kerala

History, Malayattor, Cherai Beach, Fort Kochi etc.

(C) LAKE PALCE: (Deluxe Wild Life Heritage Hotels, Thekkady)


Lake Palace is an exclusive heritage jungle lodge. The erstwhile

Summer Palace of the Maharaja of the princely state of Travancore is located

son an Island in the middle of Periyar Lake, inside the Periyar Wildlife

sanctuary. A unique blend of heritage and wildlife is experienced as you

observe wild animals right from your room. The resort overlooks the lake and

surrounding forest while being well protected by dry animal trenches.

Highlights

6 Premium Rooms, in House Movies, Restaurant, Car Hire,

Laundry, Doctor on Call, Currency Exchange etc.

Attractions

Boating inside the wildlife sanctuary, jungle safaris through

evergreen Rainforests, Wildlife sightings, jungle treks and the call of the wild.
CHAPTER III

RESEARCH METHODOLOGY

TITLE OF THE STUDY

The title of the present study is "A Study On Employee Motivation in KTDC

Thiruvananthapuram "

Management is the art of getting things done by others. Getting

work done is a difficult task. It is related to human behavior. The success of

any organization depends upon the behavior and interest of employees. The

organizational goals are achieved through the right direction of human behavior

should be identified. The management can strategically motivate the employees

based on such reasons.

The manager guides the employees in a desired manner in order

to achieve the organizational goals and objectives two important things are

necessary to perform a job. Employees have ability to work and willingness to

work. Unwillingness to work is of know use. The problem of motivation is the

he to management actions and in its executive form; it is among the chief tasks

of the general manager. The tone of and organization is the reflection of the

motivation from the top level management.

Motivation inspires the employees to perform to work sincerely,

influences the willingness of the employees to work, coerce the workers to

work more, helps to retain the existing the employees, the organizations can

plan its activities ob long term basis with a help of reduced labour turnover, to

solve the labour problems of absenteeism labour turnover, indiscipline and


grievance and building of good labour relations in the organizations. Hence the

researcher has made an attempt to study the motivation of employees in KTDC

at TVM

OBJECTIVES OF THE STUDY

1. To analyze how motivation helps to solve the labour problems of

absenteeism, labour turnover, indiscipline and graveness.

2. To analyze the various motivational techniques adopted by the study

unit to motivate to employees property.

3. To give suggestions to improve the existing systems on motivation.

SCOPE OF THE STUDY


Motivation is the general term applying to the entire class of

drives, desires, needs, wishes and similar forces that induce and individual or a

group of people to work.

Motivation is concern with the directions of the functions of

management, so that nature of motivation are is unending process,

psychological concept the whole individual sis motivated motivation may be

financial or non financial, frustrate man can not be motivated, goal are

motivators, unifying force, motivation may be positive or negative, motivation

and job satisfaction area different. Motivation helps for the maximum

utilization of factors of production, willingness to work, reduced absenteeism,

reduced labour turnover, availability of right personnel, building of good labour


relation, increase in the efficiency and output, sense of belongings, basis of co-

operation, helps in realizing organizational goals and improvement upon skill

and knowledge.

"A study on the effectiveness of motivation of employees in

KTDC at TVM” has been conducted to analyses whether the study unit

properly motivates its employees to get desired goals of action and it pushes

the employees in the right directions to get the desired action.

SOURCE OF DATA COLLECTION:


The present study requires the use of both primary data secondary data.

PRIMARY DATA:

The study is mainly based on primary data, before collecting the

primary data, a pilot study was conducted to frame a suitable questionnaire, and

personal interviews were held with the H R Manager of the KTDC at TVM to

collect information regarding the training and cross checks have been made to

avoid the irrelevant data to obtain the necessary information.

SECONDARY DATA:

The required secondary data have been collected from

unpublished materials and published articles from various journals of the

KTDC at TVM. Besides unpublished data have been collected from the records

dept at the study unit, Secondary data were collected from annual reports,
periodicals published by the company and the information relating to the topic

under consideration was collected by means of books relating to the subjects.

RESEARCH TYPE:
The researcher uses the Descriptive and method.

RANDOM SAMPLING

A sample design is a definitive plan for obtaining samples from given

population.

POPULATION:

The population of the study covers all the employees of KTDC at TVM.

SAMPLE SIZE:

The researcher takes the sample size as 50 for his researcher purpose.

TOOLS USED FOR ANALYSIS:

1. Percentage Method

LIMITATIONS OF THE STUDY

1. The sample employee selected for the present study is limited to 50

workers because of constraints in terms of limited time.

2. The purposes of filling up of questionnaire has taken up so much

time as most of the workers were not aware of the concepts and

terms though they are benefits.


EMPLOYEE MOTIVATION IN KTDC TVPM - AN ANALYSIS

TABLE 4 .1

Table shows the distribution of sample respondents based on the gender.

Gender Number of respondents Percentage


Male 35 70
Female 15 30
Total 50 100

The above table clearly shows that 70% of the sample respondents are

male and the remaining 30% of the sample respondents are female.
CHART 4.1
Chart showing distribution of sample respondents based on gender

Gender
TABLE 4.2

Table shows the Distribution of sample respondents based on the age

group.

Age Group No. of Respondents Percentage


Below 25 5 10
26 to 35 30 60
36 to 45 7 14
Above 45 8 16
Total 50 100

The above able clearly shows that 10% of the sample respondents

belonging to the age below 25 years, 60% of the sample respondents belonging

to the age 26 to 35 years., 14% of the sample respondents belonging to the age

36 to 45 years and 16% of the sample respondents belonging to the age above

45 years. The study reveals majority of workers of KTDC at TVM belonging to

the age group 26 to 35.


CHART 4.2
Chart showing of sample respondents based on age group.
TABLE 4.3

Table shows the Distribution of sample respondents based on the Nature of

employment

Nature of Employment No. of Respondents Percentage


Permanent 40 100
Temporary 10 100
Total 50 100

The above table clearly shows that 100 % of the sample respondents

belonging to temporary in nature.


CHART 4.3
Chart showing of Distribution of sample respondents based on the
nature of employment
TABLE 4.4

Table shows the Distribution of sample respondents based on the

Education

Education No. of Respondents Percentage


SSLC 2 4
H.S.C 15 30
UG 20 40
PG 13 26
Total 50 100

The above table clearly shows that 4 % of the sample respondents

belonging to the SSLC holders, 30% of the sample respondents belonging to

the H.S.C. holders, 40% of the sample belonging to the UG holders and 26% of

the sample respondents belonging to the PG holders . The study reveals

majority of workers of KTDC at TVM belonging to UG holders.


CHART 4.4
Chart showing of Distribution of sample respondents based on the
Education
TABLE 4.5

Table shows the Distribution of sample respondents based on the

Experience

Experience No. of Respondents Percentage


Below 5 yrs 46 92
5 to 10 yrs 4 8
Above 10 yrs 0 0
Total 50 100

The above table 4.5 clearly shows that 92 % of the sample

respondents belonging to the Below 5yrs Experience, 8% of the sample

respondents belonging to the 5 to 10 yrs Experience, 0% of sample respondents

belonging to the above 10 yrs Experience.. The study reveals majority of

workers of KTDC at TVM belonging to Below 5 yrs Experience.


CHART 4.5
Chart showing of Distribution of sample respondents based Experience
TABLE 4.6

Table shows the Distribution of sample respondents based on the

Importance of Motivation.

Importance of motivation No. of Respondents Percentage


Highly satisfied 5 10
Satisfied 10 20
Moderately satisfied 25 50
Not satisfied 10 20
Total 50 100

The above table 4.6 clearly shows that 10 % of the sample

respondents are highly satisfied in motivation, 20% of the sample are satisfied

in motivation, 50% of the sample respondents moderately satisfied in

motivation and 20% of the sample respondents are not satisfied in motivation.

The study reveals majority of workers of KTDC at TVM are moderately

satisfied in motivation.
CHART 4.6
Chart showing of Distribution of sample respondents based on
Importance of Motivation.
TABLE 4.7

Table shows the Organizational goals and objectives are achieved by the

employees.

Levels No. of Respondents Percentage


Highly satisfied 10 20
Satisfied 20 40
Moderately satisfied 15 30
Not satisfied 5 10
Total 50 100

The above table 4.7 clearly shows that 20 % of the sample

respondents are highly satisfied organizational goals and objectives, 40% of the

sample respondents are satisfied in organizational goals and objectives, 30% of

the sample respondents moderately satisfied organizational goals and

objectives and 10% of the sample respondents are not satisfied in

organizational goals and objectives. The study reveals majority of workers of

KTDC at Tvm are organizational goals and objectives.


CHART 4.7
Chart showing distribution of sample respondents based on
organizational goals and objectives are achieved by employees.

Goals and objectives


TABLE 4.8

Table showing that there is a well designed and widely shared

Motivation Policy in the Company.

Levels No. of Respondents Percentage


Highly satisfied 10 20
Satisfied 15 30
Moderately satisfied 20 40
Not satisfied 5 10
Total 50 100

The above table 4.8 clearly shows that 20 % of the sample

respondents are highly satisfied in well designed and widely shared motivation

policy in the company, 30% of the sample respondents well designed and

widely shared motivation policy in the company, 40% of the sample

respondents moderately satisfied well designed and widely shared motivation

policy in the company . The study reveals majority of workers of KTDC at

Tvm moderately satisfied in well designed and widely shared motivation policy

in the company.
CHART 4.8
Chart showing that there is a well designed and widely shared
motivation policy in the company
TABLE 4.9

Table showing that there is a need for motivation great willingness in

the minds of employees to do a job.

Levels No. of Respondents Percentage


Highly satisfied 5 10
Satisfied 15 30
Moderately satisfied 24 48
Not satisfied 6 12
Total 50 100

The above table 4.9 clearly shows that 10 % of the sample

respondents are highly satisfied in there is a need for motivation id great

willingness in the minds of employees to do a job, 30% of the respondents are

satisfied in there is a need for motivation id great willingness in the minds of

employees to do a job, 48% of the sample respondents moderately satisfied in

there is a need for motivation id great willingness in the minds of employees to

do a job and 12% of the sample respondents are not satisfied in there is a need

for motivation id great willingness in the minds of employees to do a job. The

study revels majority of workers of KTDC at Tvm moderately satisfied in there

is need for motivation great willingness in the minds of employees to do job.


CHART 4.9
Chart showing that there is a need for motivation great willingness in the
minds of employees to do job

Willingness of Employee
TABLE 4.10

Table showing that the motivation helps to solve the labor problems of

absenteeism and labor turnover.

Levels No. of Respondents Percentage


Highly satisfied 5 10
Satisfied 10 20
Moderately satisfied 30 60
Not satisfied 5 10
Total 50 100

The above table 4.10 clearly shows that 10 % of the sample

respondents are highly satisfied that the motivation helps to solve the labor

problems of absenteeism and labor turnover, 20% of the sample respondents

are satisfied that the motivation helps to solve the labor problems of

absenteeism and labor turnover , 60% of the sample respondents moderately

satisfied that the motivation helps to solve the labor problems of absenteeism

and labor turnover . The study revels majority of workers of KTDC at Tvm are

moderately satisfied that the motivation helps to solve the labor problems of

absenteeism and labor turnover.


CHART 4.10
Chart showing that there is a need for motivation helps to solve the
labour problems of absenteeism and labour turnover

Absenteeismlevel

10% 10%

20%
Highly Satisfied
Satisfied

60% ModeratelySatisfied
Not Satisfied
TABLE 4.11

Table showing that workers and management have got benefits from the

motivational plans.

Levels No. of Respondents Percentage


Highly satisfied 5 10
Satisfied 15 30
Moderately satisfied 25 50
Not satisfied 5 10
Total 50 100

The above table 4.11 clearly shows that 10 % of the sample

respondents are highly satisfied that workers and management have got

benefits from the motivational plans, 30% of the sample respondents are

satisfied that workers and management have got benefits from the motivational

plans , 50% of the sample respondents moderately satisfied that workers and

management have got benefits from the motivational plans and 10% of the

sample respondents are not satisfied that workers and management have got

benefits from the motivational plans and 10% of the sample respondents are not

satisfied that workers and management have got benefits from the motivational

plans. The study revels majority of workers of KTDC at Tvm are moderately

satisfied that workers and management have not benefits from the motivational

plans.
Chart 4.11
Chart showing that workers and management have got benefits from the
motivational plans.
TABLE 4.12

Table showing you type of motivational policy the company follows to

motivate its employees.

Levels No. of Respondents Percentage


Negative 10 20
Positive 5 10
Financial 30 60
Non financial 5 10
Total 50 100

The above table 4.12 clearly shows that 20 % of the sample

respondents are getting negative motivation, 10% of the sample respondents

are getting positive motivation, and 60% of the sample respondents getting

financial motivational and 10% of the sample respondents are getting non

-financial motivation. The study revels majority of workers of KTDC at tvm

are getting financial motivations.


CHART 4.12
Chart showing you type of motivational policy the company follows to
motivate its employees.

Motivational Types
TABLE 4.13

Table showing that the motivational system is understood by the

employees of the organization in the right direction.

Levels No. of Respondents Percentage


Highly Satisfied 10 20
Satisfied 15 30
Moderately Satisfied 20 40
Not satisfied 5 10
Total 50 100

The above table 4.13 clearly shows that 20 % of the sample

respondents are highly satisfied that the motivational system covers all the

activities of the employee, 30% of the sample respondents are satisfied that the

motivational system covers all the activities of the employee, 40% of the

sample respondents moderately satisfied that the motivational system covers all

the activities of the employee and 10% of the sample respondents are satisfied

that the right direction , 50% of the sample respondents moderately satisfied

that the not motivational. The study revels majority of workers of KTDC at

TVM are moderately satisfied that the motivational system is understood by the

employees of the organization in the direction.


CHART 4.13
Chart showing you type of motivational policy the company follows to
motivate its employees.
TABLE 4.14

Table showing that the motivational system covers all the activities of

the employee.

Levels No. of Respondents Percentage


Highly Satisfied 10 20
Satisfied 15 30
Moderately Satisfied 20 40
Not satisfied 5 10
Total 50 100

The above table 4.14 clearly shows that 20 % of the sample

respondents are highly satisfied that the motivational system covers all the

activities of the employee, 30% of the sample respondents are satisfied that the

motivational system covers all the activities of the employee, 40% of the

sample respondents moderately satisfied that the motivational system covers all

the activities of the employee and 10% of the sample respondents are not

satisfied that the motivational system covers all the activities of the employee.

The study revels majority of workers of KTDC at TVM are moderately

satisfied that the motivational system covers all the activities of the employee.
CHART 4.14
Chart showing you type of motivational system covers all the activities
of the employee.
TABLE 4.15

Table showing that the motivational system has corresponding

relationship with efforts and rewards.

Levels No. of Respondents Percentage


Highly Satisfied 10 20
Satisfied 15 30
Moderately Satisfied 20 40
Not satisfied 5 10
Total 50 100

The above table 4.15 clearly shows that 20 % of the sample respondents

are highly satisfied that the motivational system has corresponding relationship

with efforts and rewards, 30% of the sample respondents are satisfied that the

motivational system has corresponding relationship with efforts and rewards ,

40% of the sample respondents moderately satisfied that the motivational

system has corresponding relationship with efforts and rewards and 10% of the

sample respondents are not satisfied that the motivational system has

corresponding relationship with efforts and rewards . The study revels majority

of workers of KTDC @ TVM are moderately satisfied that the motivational

system has corresponding relationship with efforts and rewards


CHART 4.15
Chart showing you type of motivational system has corresponding
relationship with efforts and rewards.
TABLE 4.16

Table showing that the motivational system of the company is

flexible and some changes are made in time according to other requirements..

Levels No. of Respondents Percentage


Yes 10 20
No 40 80
Total 50 100

The above table 4.16 clearly shows that 20 % of the sample

respondents are highly satisfied that the motivational system of the company is

flexible and some changes are made in time to time according to other

requirements and 80% of the sample respondents are satisfied that the

motivational system of the company is flexible and some changes are made in

time according to other requirements. The study revels majority of workers of

KTDC at TVM are highly satisfied that the motivational system of the

company is flexible and some changes are made in time to time according to

other requirements.
CHART 4.16
Chart showing you type of motivational system of the company is
flexible and some changes are made in time according to other requirements.
CHAPTER - V

FINDINGS

1. The gender wise analysis shows that ma le employees are higher than

the female.

2. In the organization Maximum number of employees working in the age

group of 26 to 35.

3. In the organization Maximum numbers of employees are working in

temporary basis.

4. In the organization Maximum number of employees educational level is

UG and PG

5. In the organization Maximum number of employees experience level is

below 5 years.

6. In the organization Maximum number of employees working under

service departments.

7. In the organization employees are satisfied with motivation.

8. The maximum no. of employees achieved the organizational goals and

objectives.

9. The maximum no. of employees are satisfied with the organizational

motivation policy.

10. Motivation did not help to solve labour problems and absenteeism.
11. The organization did not provide any extra benefits to their employees.

12. The organization widely concentrated on the financial motivation.

13. Maximum no. of employees have less amount of willingness to do work.

14. The motivation system would not be understood by the maximum no. of

the employees in the right direction.

15. Motivational system not covers all the activities by the maximum of

employees.

16. Motivational system has no corresponding selection with efforts and

rewards.

17. Maximum no. of employees says that motivation system should not be

flexible.

18. Maximum no. of employees says that timing and infra structure of the

company is the good position.

19. Maximum no. of employees are satisfied with the companies reward

system.
SUGGESTIONS

1. The Positive motivational policy should be help to achieve the

organizational goals and objectives should be achieved promptly.

2. Financial and Non - financial rewards should be given for the

achievements in their work life.

3. The motivational policy should help to reduce the labour problems and

should ensure the building of good labour relations.

4. The motivational system should balance the objectives and philosophy

of the workers of the organization.

5. The motivational system should cover all the activities of the

employees. Like employee morale, productivity, etc

6. Effective feedback system can help the organization to remove the

distance existing in the organization.

7. Employees should be encouraged to come up with their ideas and

suggestion to improve the working environment.

8. Company should provide safety in working condition to the employees.

9. In terms of employer and employees relationship Factor Company

should consult their employees in their decision making related to the

company development.

10. The company should maintain a good flow of information with the

employees by avoiding the communication barriers in order to carry out

their ideas in an effective manner.


CONCLUSION

The results of the present researcher study have confirmed the

practical significance of motivational effectiveness. The investigator presents

the study with a drastic future enhancement over the area or motivation which

magnifies the organization to meet its requirement of standardization in the

new future. With a microbial creativity and attitudes in the enforcement of

motivation techniques collective participation of human resources is a must. A

properly conducted need assessment and evaluation can profound this

organizations performance to better standardization.

The researcher has forwarded some suggestion (i.e)

The motivational system should cover all the activities of the

employees. Like employee morale, productivity etc……………………….

The motivational techniques should have corresponding

relationship with efforts rewards. Which are to be carried out by the

management to motivating the employees it would definitely increase the

quality of motivate on and the motivation policy would be the fittest to the

employees and provides an excellent opportunity to meet the Indian standard

organization.
BIBILOGRAPHY

BOOKS:

 P. Suba Rao (1984) "Management and Industrial Relation " (3) By

Himalya Publication House, Mumbai.

 C.R. Kotari (2007) "Research Methodology - Methods and Techniques"-

By new age insulation (P) Ltd, New Delhi.

 Hill W.A. Ramdolph and R.S. Plack Brun (2004) "Managing

Organization Behaviour" -, by Publishing . New Delhi.

 A.P. Varma (2005)" Human Resources Management" -. S. K. Kataria &

Sons, New Delhi.

 C.B. Memoria (2008) "Personal Management" - Meena Pandy Himalaya

Publishing House.

WEB SITES:

 www. portal.ecu.edu.au/adt-public=adt/ecu/front gillespie.pdf

 www.emeraldinsight.com
QUESTIONNAIRE

A STUDY ON EMPLOYEEE MOTIVATION IN KTDC @ Tvm

1. Name :

2. Gender : Male Female

3. Age : Below25 26 to 35 36 to 45

Above 45

4. Nature of Employee : Permanent Temporary

5. Education : SSLC HSC UG PG

6. Experience : Below 5 yrs 5 to l0yrs Above 10 yrs

7. Department : Finance Market HRA

8. What is your opinion about the importance given for motivating the
employees by the company?
Highly satisfied Satisfied

Moderately satisfied Not satisfied

9. Are you satisfied the organizational goals and objectives are achieved by the

company?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

10. Are you satisfied that there is a well designed and widely shared motivation

policy in the company?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

11. Are you satisfied that there is a need for motivation id great willingness in the

minds of employees to do a job?


Highly satisfied Satisfied

Moderately satisfied Not satisfied

12. Are you satisfied that the motivation helps to solve the labor problem of

absenteeism and labor turnover?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

13. Are you satisfied that workers and management have got benefits from the

motivational plans?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

14. What type of motivational policy the company follows to motivate its

employees?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

15. Are you satisfied that the motivational system is understood by the employees

of the organization in the right direction?

Highly satisfied Satisfied

Moderately satisfied Not satisfied

16. Are you satisfied that the motivational system covers all the activities of

organization employee?

Highly satisfied Satisfied

Moderately satisfied Not satisfied