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RELATIONSHIP BETWEEN EMPLOYEE AGE AND EMPLOYEE MOTIVATION
{WITH REFERENCE TO HDFC}
Synopsis
Human Resource is the most important and active factor of production in todays era the
organization in general have realized this fact and in this line many leading organization
treat its human resources as an asset for the organization .
This change in the mindset of the organization and the management has an impact on the
organization policy with reference to the human resources.
This project is an attempt to understand the practical use of different theories of Motivation and
its impact on employees motivation.
Though there are numerous theories of motivation like the need theory of Herzberg theory
Alderfers ERG theory achievement theory manifest theory vrooms expectancy theory Adams
equity theory porters performance satisfaction theory X and Y theory. This project is an attempt
is made to understand the link between employees age and employees motivation.
A person cannot be motivated if his or her true motivator is not known. As a matter of fact there
is a relationship between motivation, moral & productivity of an employee. Organization variesfrom each other not only because they are big or small or competitor of each other but because of
the type of human resources/employee associated with the respective organization the more the
employee are motivated the more will be the productive organization which will create a
platform for sustainable competitive advantage .
This project an attempt is made.
A sample size of 30 employees under different age slabs have been selected in H.D.F.C. Bank
Bareilly.
Data collected was tabulated and analyzed an attempt is made to reach to a proper conclusion on
the basis of the response received during the research certain recommendation have been given
which is mentioned in the recommendation part this report.
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Objectives
1. To understand the practical use of different motivation theory.
2. To understand the relationship between employee age employee motivation.
3. To understand the importance of true motivator
4. To understand the impact of motivation on employees performance.
5. To study how motivation factor affect the employees work.
6. To understand the importance of different motivational factor which affect different age
group of the employee
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RESEARCH METHODOLOGY
MEANING
Research in common parlance refers to a search for knowledge. It is a careful investigation or
inquiry specially, through search for new facts in any branch of knowledge. In other words,
research comprises defining and redefining problems, formulating hypothesis or suggested
solutions; collecting, organizing and evaluating data; making deductions and reaching
conclusions; and at last carefully testing the conclusions to determine whether they fit the
formulating hypothesis.
TYPES OF RESEARCH
The basic types of research are as follows:
Descriptive vs. Analytical: descriptive research includes surveys and fact-finding enquiries of
different kinds. The major purpose of descriptive research is description of the state of affairs, asit exists at present. Analytical research, on the other hand, the researcher has to use facts or
information already available, and analyze these to make a critical evaluation of the material.
Applied vs. Fundamental: research can either be applied (or action) research or fundamental (to
basic or pure) research. Applied research aims at finding a solution for an immediate problem
facing a society or an industrial/business organization, whereas fundamental research is mainly
concerned with generalizations and with the formulation of a theory.
Quantitative vs. Qualitative: quantitative research is based on the measurement of quantity or
amount. It is applicable to phenomena that can be expressed in terms of quantity. Qualitative
research, on the other hand, is concerned with qualitative phenomenon, i.e., phenomena relating
to or involving quality or kind.
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Other Type of Research: all other type of research are variation of one or more of the above
stated approaches, based on either the purpose of research, or the time required to accomplish
research, on the environment in which research is done, or on the basis of some other similar
factor.
On the basis of time: one time research or longitudinal research; in the former case the research
is confined to single time period, whereas in the latter case the research is carried on over several
time periods.
On the basis of environment: research can be field setting research or laboratory research or
simulation research.
RESEARCH PROCESS
Research process consists of series of actions or steps necessary to effectively carry out research
and the desired sequencing of these steps.
Formulating The Research Problem: There are two types of research problems viz., those
relate to states of nature and those, which relate to relationships between variables. At the very
outset the researcher must single out the problem he wants to study, essentially two steps are
involved in formulating the research problem viz., understanding the problem thoroughly, and
rephrasing the same into meaningful terms from an analytical point of view. Here, the problem is
measure the effectiveness employee age and employees motivation programme.
Extensive Literature Survey: Once the problem is formulated, a brief summary of it should be
written down. For this purpose, the abstracting and indexing journals and published or
unpublished bibliographies are the first place to go on. Academic journals, conference
proceedings, government reports, books etc. must be tapped depending on the problem.
Development of Working Hypotheses: After extensive literature survey, researcher should
state in clear the working hypotheses or hypotheses. Working hypotheses is the tentative
assumption made in order to draw out and test its logical or empirical consequences. As such the
manner in which research hypotheses are developed is particularly important since they provide
the focal point for research.
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NULL HYPOTHESIS
Positive statement is called as null hypothesis i.e
PREPARING THE RESEARCH DESIGN
There are several research designs, such as, experimental and non-experimental hypotheses
testing. Experimental designs can be either informal designs or formal designs out of which the
researcher must select one for his own project.
Determining Sample Design: the researcher must decide the way of selecting a sample or what
is popularly known as the sample design. In other words, a sample design is a definite plan
determined before any data are actually collected for obtaining a sample from a given
population. The important sample designs are:
Deliberate Sampling:
It is also known as purposive or non- probability sampling. This sampling method involves
purposive or deliberate selection of particular units of the universe for constituting the sample,
which represents the universe. When population elements are selected for inclusion in the sample
based on the ease of access, it can be called convenience sampling.
SIMPLE RANDOM SAMPLING: this type of sampling is also known as chance sampling or
probability sampling where each and every item in the population has an equal chance of
inclusion in the sample and each one of the possible samples, in case of the finite universe, has
the same probability of being selected.
SYSTEMATIC SAMPLING: in some instances the most practical way of sampling is to select
every 15th name on a list, every 10 th house on one side of a street and so on. Sampling of this type
is known as systematic sampling. An element of randomness is usually introduced into this kind
of sampling. By using random numbers to pick up the unit with which to start.
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STRATIFIED SAMPLING: if the population from which a sample is to be drawn does not
constitute a homogeneous group, then stratified technique is applied so as to obtain a
representative sample.
QUOTA SAMPLING: in stratified sampling the cost of taking random samples from individualstrata is often so expensive that interviewers are simply given quota to be filled from different
strata, the actual selection of items for sample being left to the interviewers judgment. This is
called quota sampling.
CLUSTER SAMPLING AND AREA SAMPLING: cluster sampling involves grouping the
population and then selecting the groups or the clusters rather than individual elements for
inclusion in the sample. Area sampling is quite close to cluster sampling and is often talked
about when the total geographical area of interest happens to be big one. Under area sampling we
first divide the total area into a number of smaller non-overlapping areas, generally called
geographical clusters, then a number of these smaller areas are randomly selected, and all units
in these small areas are included in the sample.
MULTI-STAGE SAMPLING: this is a further development of the idea of cluster sampling.
This technique is meant for big inquiries extending to a considerably large geographical area like
an entire country. Under multi-stage sampling the first stage may be to select large primary
sampling units such as states, then districts, then towns and finally certain families within towns.
If the technique of random sampling is applied at all stages, the sampling procedure is described
as multi-stage random sampling.
SEQUENTIAL SAMPLING: this is somewhat a complex sample design where the ultimate
size of the sample is not fixed in advance but is determined according to mathematical decisions
on the basis of information yielded as survey progresses. This design is usually adopted under
acceptance sampling plan in the context of statistical quality control.
Here in my study of employer and employees motivation convenience sampling is used as a
sample design as to have the ease of access.
COLLECTING THE DATA:
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In dealing with any real life problem it is often found that data at hand are inadequate and hence,
it becomes necessary to collect data that are appropriate. There are several ways of collecting the
appropriate data, which differ considerably in context of money costs, time and other resources
at the disposal of the researcher.
PRIMARY DATA: This data can be collected either through experiment or through survey. If
the experiment is conducted then there would be quantitative measurements, in the case of a
survey, any one or more of the following can collect data;
By observation
Through personal interview
Questionnaires
SECONDARY DATA: This is the data collected through the literatures and the journals that are
already available and easily available to the researcher in the library or on the websites these are
the data, which has been used by other also for any kind of their use.
Here in my study of employee age and employees motivation the primary data was collected by
the observation and through the interviews or discussions with the HR executives and the
managers and also through the questionnaire containing open ended questions. Secondary data is
collected by the literatures and the websites of the companies.
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COMPANY PROFILE
HDFC BANK
HDFC Bank was amongst the first to receive an 'in-principle' approval from the Reserve Bank of
India (RBI) to set up a bank in the private sector from Housing Development Finance
Corporation Limited (HDFC), in 1994 during the period of liberalisation of the banking sector in
India. HDFC India was incorporated in August 1994 in the name of 'HDFC Bank Limited'.
HDFC India commenced operations as a Scheduled Commercial Bank in January 1995.
HDFC India deals in varieties of products like home loan, standard life insurance, mutual fund,
securities, credit cards, etc. HDFC has branch offices in all major cities in India like Calcutta,
Chennai, Delhi, Bangalore, Hyderabad, Ahmedabad apart from HDFC Mumbai.
Headquarter HDFC Bank India
'Trade Star', 2nd floor, 'A' Wing,Junction of Kondivita and M.V. Road,
Andheri-Kurla Road,
Andheri (East), Mumbai - 400 059.
Tel: (Board) 2822 0055 / 55516666 (Fax) : 2822 9998 / 2822 2414
Network: More than 468 branches over 212 cities across the country.ATMs : The ATMs of
HDFC India can be accessed by all domestic and international Visa/Master Card, Visa
Electron/Maestro, Plus/Cirrus and American Express Credit/Charge cardholders.
Authorised capital : Rs. 450 crore
Paid-up capital : Rs. 282 crore
Equity : Holds 24.2%
Listing : HDFC India has been listed on the Stock Exchange, Mumbai and the National Stock
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Exchange. The bank's American Depository Shares are listed on the New York Stock Exchange
(NYSE) under the symbol "HDB".
HDFC Product Range
HDFC Bank India provides the following range of products:
Savings Account
HDFC Bank Preferred
Sweep-In Account
Super Saver Account
HDFC Bank Plus Demat Account
HDFC Mutual Fund
HDFC Standard Life Insurance
HDFC India innovative services
HDFC Phone Banking
HDFC ATM HDFC Inter-city/Inter-branch Banking
HDFC Net Banking
HDFC International Debit Card
HDFC Mobile Banking
HDFC Bill Pay
HDFC Bank Loans
HDFC Personal Loan
HDFC New Car Loan and Used Car Loan
HDFC Loan Against Shares
HDFC Two Wheeler & Consumer Loan
HDFC Home Loan
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LITERATURE REVIEW
MASLOWS THEORY OF MOTIVATION
The behavior of an individual at a particular moment is usually determined by his strongest need.
Psychologist claim that needs have a certain priority. As the more basic needs are satisfied, an
individual seeks to satisfy the higher needs.
1. Physiological Needs
The physiological needs are at the top of the hierarchy because they tend to have the highest
strength until they are reasonably satisfied.
2. Safety Needs
Once the physiological needs are satisfied to a reasonable level, it is not necessary that they are
fully satisfied and degree of reasonableness is subjective, other level of needs become important.
3. Social Needs
After the first two needs are satisfied, social needs become important in the need hierarchy.
Since man is a social being, he has a need to belong and to be accepted by various groups.
4. Esteem needs.
The esteem needs are concerned with self-respect, self-confidence, a felling of personal worth ,
feeling of being unique ,and recognition .satisfaction of these needs produces fallings of self
confidence, prestige, power, and control.
5.Self actualization need.
Self actualization is the need to maximize ones potential, whatever it may be. This is related
with the development of intrinsic capabilities which lead people to seek situation that can utilize
their potential.
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MCGREGORS THEORY X AND THEORY Y
The managements action of motivation human beings in the organization, according to
McGregors involves certain assumptions, generalizations, and hypotheses relating to human
behavior and human nature.
The basic assumptions about human behavior may differ considerably because of the
complexity of factors influencing this behavior .McGregor has characterized these assumption in
two opposites _ Theory X and Theory Y.
THEORY X.
This is the traditional theory of human behavior n. In this theory, McGregor has certain
assumption about human behavior.
Management is responsible for organizing the element of productive enterprises money,
materials, equipment, people _in the interest of economic ends.
He lacks ambition, dislikes responsibility, and prefers to be led.
He is, by nature, resistant to change.
THEORY Y
The expenditure of physical and mental effort in work is natural as play or rest .The average
human being does not inherently dislike word. Depending upon controllable condition, work
may be a source of satisfaction or a source of punishment.
The average human being learns under proper condition not only to accept, but to seek
responsibility. Avoidance of responsibility, lack of ambition, and emphasis security are generally
consequences of experience, not inherent human characteristics.
The capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the
solution of organizational problem is widely, not narrowly, distributed in the population.
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Under the condition of modern industrial life, the intellectual potentialities of the average
human beings are only partially utilized.
HERZBERGS MOTIVATION HYGIENE THEORY
Need priority, to a great extent, characterless the types of behavior. It will be either directed
towards achieving certain desirable positive goal, or conversely, toward avoiding other
undesirable, negative consequence.
In this connection, a research study was conducted by Frederick Herzberg and associates of case
western reserve university. This study consisted of an intensive analysis of the experiences and
feeling of 200 engineers and accountants in nine different companies in Pittsburg area
U.S.A.During the structure interview , they were also asked to rate the degree to which their
feeling were influenced _for better or
Worse _by each experience which they described.
EQUITY THEORY
Equity theory of work motivation is based on the social process. This theory has been around just
as long as the expectancy theories of motivation. However, Adam has crystallized it in a more
formal way. Basically, the theory points out that people are motivated to maintain fair
relationship between their performance and reward in comparison to others. There are two
assumptions on which the theory works:
1. Individuals make contributations for which they expect certain rewards.
2. Individuals decide whether or not, a particular exchange is satisfactory, by comparing their
inputs and outcomes with those of others and try to rectify any inequality.
VROOMS EXPECTANCY THEORY
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Critising the content theories of motivation which are based on the needs of the people and their
priority, vroom has presented an alternative theory which is based on motivation process.
Various theories which are based on motivation process are more concerned with the cognitive
antecedents that go into motivation or efforts and the way they relate to each other.
Valence
According to Vroom, valence means the strength of an individuals preference to a particular
outcome.
Expectancy
Another factor in determining the motivation is expectancy, that is, the probability that a
particular action will lead to the outcome.
GOAL SETTING THEORY
Focus workers inputs in the direction of high performance & achievement of organizational
goals.Goal is what a worker tries to accomplish.Goals must be specific and difficult for high
performance results.Workers put in high effort to achieve such goals.Workers must accept and
be committed to them.Feedback on goal attainment also is important.Goals point out what is
important to the firm.Managers should encourage workers to develop action plans to attain goals.
LEARNING THEORY
Focuses on the linkage between performance and outcomes in the motivation equation.
Learning: permanent change in persons knowledge or behavior resulting from practice or
experience. Operant conditioning: people learn to do things leading to desired outcomes and
avoid doing things with adverse outcomes. Motivation can be increased by linking specific
behaviors with specific outcomes. Managers can use four tools of conditioning to motivate high
performance.
OPERANT CONDITIONING TOOLS
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Positive Reinforcement: people get desired outcomes when they perform needed work behaviors.
Positive reinforces: pay raises, promotions. Negative Reinforcement: manager eliminates
undesired outcomes once the desired behavior occurs. Worker performs to avoid an undesired
outcome (Work harder or you are fired).
In both types of reinforcement, managers must be careful to link the right behaviors by workers
to what the organization needs. Extinction: used when workers are performing behavior
detrimental to the firm. Manager does not reward the behavior and over time, the worker will
stop performing it.Punishment: used when the manager does not control the reward the worker
receives (perhaps it is outside the job).Manager administers an undesired consequence to worker
(verbal reprimands to pay cuts).Punishment can lead to unexpected side-effects such as
resentment, and should be used sparingly.
ORGANIZATIONAL BEHAVIOR MODIFICATION
OB MOD occurs when managers systematically apply the tools of operant behavior.Shown to
improve productivity, attendance, punctuality and other behaviors.Works best for behaviors that
are specific, objective and countable.Some managers argue it is over-control while others suggest
it provides for high efficiency.Both sides likely have valid points.
SOCIAL LEARNING THEORY
Vicarious Learning:or observational learning, occurs when a person is motivated to learn by
watching someone else work and be rewarded.People are motivated to imitate models who are
highly competent, expert and receive attractive reinforcers.Self- reinforcers:desired outcomes a
person can give themselves. Person can reward themselves for success. Self-efficacy:refers to a
persons belief about their ability to perform a behavior successfully.People will only be
motivated if they think they have the ability to accomplish the task.
PAY AND MOTIVATION
Pay can help motivate workers. Expectancy: pay is an instrumentality (and outcome), must be
high for motivation to be high.Need Theory:pay is used to satisfy many needs. Equity Theory:
pay is given in relation to inputs. Goal Setting Theory:pay linked to goal attainment.Learning
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Theory: outcomes (pay), is distributed upon performance of functional behaviors.Pay should be
based on performance; many firms do this with a Merit Pay Plan.
MERIT PAY
Can be based on individual, group or organization performance.Individual Plan: used when
individual performance (sales) is accurately measured. Group Plan: use when group works
closely together and is measured as a group. Organization Plan: When group or individual
outcomes not easily measured. Bonus has a higher impacton motivation since Salary level not
related to current performance. Other items ( base salary, cost of living, seniority).Salary rarely
goes down and usually changes little.
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Data Analysis
1.I feel proud to be in this organization.
Options Rank
Frequency Percent
Valid
Percent
Cumulative
Percent
Strongly
Disagree
6
Disagree 5
Slightly
Disagree
4
Slightly
Agree
3 1 3.3 3.3 100.0
Agree 2 24 80.0 80.0 96.7
Strongly
Agree
1 5 16.7 16.7 16.7
No Opinion 0
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A: I feel proud to be in this organization
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 5 16.7 16.7 16.7
2 24 80.0 80.0 96.7
3 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that 80%
people agrees with feeling of proud of being member of the organization.
B: I would recommend this organizational to my family or friends
as a good place to work.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 3 10.0 10.0 10.0
2 22 73.3 73.3 83.3
3 5 16.7 16.7 100.0
Total 30 100.0 100.0
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C: This organization inspires me to do my best every day.
Frequency PercentValid
Percent Cumulative Percent
Valid 0 2 6.7 6.7 6.7
1 8 26.7 26.7 33.32 15 50 50 83.3
3 4 13.3 13.3 96.7
4 1 3.3 3.3 100
Total 30 100 100
As table reflects that frequency of option two is highest among the sample which shows that 50
% people agrees with feeling that this organization inspires them to do their best every day
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D: Our performance appraisal system is working effectively for
me?
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 1 3.3 3.3 3.3
2 15 50.0 50.0 53.3
3 9 30.0 30.0 83.3
4 2 6.7 6.7 90.0
5 3 10.0 10.0 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
50 % people agrees with feeling that the organizations performance appraisal system is working
effectively for them.
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E: My future growth opportunity looks good here.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 9 30.0 30.0 30.0
2 7 23.3 23.3 53.3
3 8 26.7 26.7 80.0
4 2 6.7 6.7 86.7
5 4 13.3 13.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option one is highest among the sample which shows that
30 % people strongly agree with feeling that their future growth opportunity looks good in the
organization.
F: Decisions are taken very quickly in this organization.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 2 6.7 6.7 6.7
2 19 63.3 63.3 70.0
3 5 16.7 16.7 86.7
4 3 10.0 10.0 96.7
5 1 3.3 3.3 100.0
Total 30 100.0 100.0
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As table reflects that frequency of option two is highest among the sample which shows that
63.3 % people agrees with feeling that decisions are taken very quickly in this organization.
G: This organization is flexible and continuously adopts to change.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 6 20.0 20.0 20.0
2 14 46.7 46.7 66.7
3 8 26.7 26.7 93.3
4 2 6.7 6.7 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
46.7 % people agrees with feeling that this organization is flexible and continuously adopts to
change.
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H: All departments provide support needed to manage the day to
day activity.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 7 23.3 23.3 23.3
2 16 53.3 53.3 76.7
3 5 16.7 16.7 93.3
4 2 6.7 6.7 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
53.3 % people agrees with feeling that All departments provide support needed to manage the
day to day activity.
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I: New ideas from everyone are valued in this organization.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 10 33.3 33.3 33.3
2 12 40.0 40.0 73.3
3 7 23.3 23.3 96.7
4 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
40 % people agrees with feeling that New ideas from everyone are valued in this organization.
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J: All employees are treated fairly
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 6 20.0 20.0 20.0
2 13 43.3 43.3 63.3
3 5 16.7 16.7 80.0
4 4 13.3 13.3 93.3
5 2 6.7 6.7 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
43.3 % people agrees with feeling that All employees are treated fairly in this organization.
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K: This organization values integrity.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 8 26.7 26.7 26.7
2 16 53.3 53.3 80.0
3 2 6.7 6.7 86.7
4 4 13.3 13.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
53.3 % people agrees with feeling that this organization values integrity.
L: Employees in this organization are aware about significant
development in this organization.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 0 1 3.3 3.3 3.3
1 7 23.3 23.3 26.7
2 18 60.0 60.0 86.7
3 4 13.3 13.3 100.0
Total 30 100.0 100.0
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As table reflects that frequency of option two is highest among the sample which shows that
60 % people agrees with feeling that Employees in this organization are aware about significant
development in this organization.
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M: There is high emphasis for individual accountability for
performance.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 5 16.7 16.7 16.7
2 22 73.3 73.3 90.0
3 1 3.3 3.3 93.3
4 1 3.3 3.3 96.7
5 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
73.3 % people agrees with feeling that There is high emphasis for individual accountability for
performance.
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N: Employees in this organization have the creative and innovative
ways of working.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 6 20.0 20.0 20.0
2 15 50.0 50.0 70.0
3 6 20.0 20.0 90.0
4 1 3.3 3.3 93.3
5 1 3.3 3.3 96.7
6 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
52 % people agrees with feeling that Employees in this organization have the creative and
innovative ways of working.
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O: Culture of this organization is to promote excellence in
performance.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 13 43.3 43.3 43.3
2 9 30.0 30.0 73.3
3 6 20.0 20.0 93.3
4 1 3.3 3.3 96.7
5 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option one is highest among the sample which shows that
43.3 % people strongly agrees with feeling that Culture of this organization is to promote
excellence in performance.
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P: Do you think that the incentive & other benefit influence your
performance according to your age.
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 5 16.7 16.7 16.7
2 18 60.0 60.0 76.7
3 5 16.7 16.7 93.3
4 1 3.3 3.3 96.7
6 1 3.3 3.3 100.0
Total 30 100.0 100.0
As table reflects that frequency of option two is highest among the sample which shows that
60 % people agrees with feeling that incentive & other benefit influence their performance
according to their age.
R:Age
Frequency Percent Valid Percent
Cumulative
Percent
Valid 1 17 56.7 56.7 56.7
2 6 20.0 20.0 76.7
3 3 10.0 10.0 86.7
4 4 13.3 13.3 100.0
Total 30 100.0 100.0
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As table reflects that frequency of option one is highest among the sample which shows that
56.7 % people strongly agrees with feeling that
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Conclusion
Limitations
Future Scope
Recommendations
Bibliography
1. Organizational behavior by L M Prasad sultan chand and sons _ ISBN: 81-8054-478-8
First Edition: 1984 Reprint, 2007 Printed at: Roopak printers, Delhi 110 032.
2. Organizational behaviour by k Aswathappa Himalaya publishing house P_ ISBN:
81_7866_541-7 fifth revised Edition Reprint, 2001 printed by print line, New Delhi.
Annexure
Dear sir /Madam
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I, the student of B.B.A final semester of Invertis institute of management studies Bareilly. Is
currently doing a project report on Employee age and Employee motivation An empirical
study [With specific reference to service sector banking industry]
For this purpose given below are few question which will help me to complete the present
assignment and your answer will help me to complete this work.
QUESTIONNAIRE
Sr. No & Questions Options6 5 4 3 2 1 0
Sr.
No
Questions Strongly
Disagree
Disagree Slightly
Disagree
Slightly
Agree
Agree Strongly
Agree
No
Opinion
1 I feel proud to be in
this organization.
2 I would recommendthis organizational to
my family or friends
as a good place to
work.
3 This organization
inspires me to do my
best every day.
4 Our performanceappraisal system is
working effectively
for me.
5 My future growth
opportunity looks
good here.
6 Decisions are taken
very quickly in thisorganization.
7 This organization is
flexible and
continuously adopts
to change.
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8 All departments
provide support
needed to manage
the day to day
activity.
9 New ideas from
everyone are valued
in this organization.
10 All employees are
treated fairly
11 This organization
values integrity.
12 Employees in thisorganization are
aware about
significant
development in this
organization.
13 There is high
emphasis for
individual
accountability for
performance.
14 Employees in this
organization have the
creative and
innovative ways of
working.
15 Culture of this
organization is to
promote excellence
in performance.
16. Do you think that the
incentive & other
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benefit influence
your performance
according to your
age.
Sr. No & Questions (Tick) the Appropriate One17 Which age group do you
belong? 20-25 25-30 30-35 35-
50
18 Which type of incentives
motivates you more?
Financial Nonfin
ancial
Status/Positio
n
All of
them
19 Factor which motivates
You
Salary Organiz
ation
Culture
Job Profile Recogni
tion
All of
them
20. Give few suggestions for Improvement in existing techniques of Motivation followed in the
organization.
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