1.

1 INTRODUCTION
2 The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special
reference to Placement Space Pvt Ltd., Chinchwad is mainly conducted to identify the
factors which will motivate the employees and the organizational functions in Placement
Space Pvt Ltd., Chinchwad
3 Management’s basic job is the effective utilization of human resources for achievements
of organizational objectives. The personnel management is concerned with organizing
human resources in such a way to get maximum output to the enterprise and to develop
the talent of people at work to the fullest satisfaction. Motivation implies that one
person, in organization context a manager, includes another, say an employee, to engage
in action by ensuring that a channel to satisfy those needs and aspirations becomes
available to the person. In addition to this, the strong needs in a direction that is
satisfying to the latent needs in employees and harness them in a manner that would be
functional for the organization.
4 Employee motivation is one of the major issues faced by every organization. It is the
major task of every manager to motivate his subordinates or to create the ‘will to work’
among the subordinates. It should also be remembered that a worker may be immensely
capable of doing some work; nothing can be achieved if he is not willing to work. A
manager has to make appropriate use of motivation to enthuse the employees to follow
them. Hence this studies also focusing on the employee motivation among the
employees of Placement Space Pvt Ltd.
5 The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been done
by using the statistical tools and data’s are presented through tables and charts.
6

RESEARCH PROBLEM
The research problem here in this study is associated with the motivation of employees of
PLACEMENT SPACE , CHINCHWAD , PUNE. There are a variety of factors that can influence
a person’s level of motivation; some of these factors include

1. The level of pay and benefits,

2. Leadership and social relationships,
3. Employee recognition
career development opportunities etc.

Motivated employees are a great asset to any organisation. It is because the motivation and Job
satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the
organisation. The research problem is formulated as follows:

“What are the factors which help to motivate the employees?

OBJECTIVES OF THE STUDY

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

2.To study the effect of monetary and non-monetary benefits provided by the
organization on the employee’s performance.

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

4.To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization.
5.To provide the practical suggestion for the improvement of organization’s performance.

SIGNIFICANCE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization. A good
motivational program procedure is essential to achieve goal of the organization. If efficient
motivational programmers of employees are made not only in this particular organization but
also any other organization; the organizations can achieve the efficiency also to develop a
good organizational culture.

Motivation has variety of effects. These effects may be seen in the context of an individual’s
physical and mental health, productivity, absenteeism and turnover. Employee delight has to
be managed in more than one way. This helps in retaining and nurturing the true believers.
This means innovation and creativity. It also means a change in the gear for HR polices and
practices. The faster the organizations nurture their employees, the more successful they will
be. The challenge before HR managers today is to delight their employees and nurture their
creativity to keep them a bloom.

This study helps the researcher to realize the importance of effective employee motivation.
This research study examines types and levels of employee motivational programmer and
also discusses management ideas that can be utilized to innovate employee motivation. It
helps to provide insights to support future research regarding strategic guidance for
organizations that are both providing and using reward/recognition programs.
COMPANY PROFILE

The Placement-Space is new company , it was established in 2019 under the name
of placement space with the Objectives. Placement Space is one of the leading
Placement agency which helps connect the right company with the right candidate.
Placement-Space specializes in sourcing and headhunting niche technical skilled
resources for the organization. Our main motive is to reduce the gap between the job
seekers and the recruiters and act as a bridge for Job Seekers to find the perfect
space in the Organization.  

Placement-Space provides a range of solutions including Temporary and Permanent

staffing, Outsourcing and workforce solutions in the areas of Engineering, IT,
Manufacturing, Sales and Marketing, Human resources etc.  

We help find the right talent for your organization by choosing the best one of the lots
ensuring your new hire fits your organization space. 
The Management Team :

Name Designation

Mr. Ankit Shinde. Director

Mr. Vivek Bombale. Managing Director
Mr. Yuvraj Gaikwad Manager
Mr. Rahul Mhaske Business Development Manager
Mrs. Bhagyashree Dhamade HR Head
 RESEARCH HYPOTHESIS

 There is no significant relationship between incentives and employee’s performance.

 There is no significant relationship between career development opportunities and the

extent of employee motivation

 There is no significant relationship between performance appraisal system and the

extent of motivation.

 There is no significant relationship between interpersonal relationship in the

organization and extent of motivation.
RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is essentially an
investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.
According to Clifford woody, “research comprises of defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis”1

1.6.1 Sampling Design.

A sample design Simple random sampling is used for this study.

1.6.3 Sample Size.

Number of the sampling units selected from the population is called the size of the sample.
Sample of 20 respondents were obtained from the population.

1.6.4 Sampling Procedure.

The procedure adopted in the present study is probability sampling, which is also known as
chance sampling. Under this sampling design, every item of the frame has an equal chance of
inclusion in the sample.

1.6.5 Methods of Data Collection.

The data’s were collected through Primary and secondary sources.

1.6.5.1 Primary Sources.

Primary data are in the form of “raw material” to which statistical methods are applied for the
purpose of analysis and interpretations.
The primary sources are discussion with employees, data’s collected through questionnaire.

1.6.5.2Secondary Sources.
Secondary data’s are in the form of finished products as they have already been treated
statistically in some form or other.

1
The secondary data mainly consists of data and information collected from records, company
websites and also discussion with the management of the organization. Secondary data was
also collected from journals, magazines and books.

1.6.6 Nature of Research.

Descriptive research, also known as statistical research, describes data and characteristics
about the population or phenomenon being studied. Descriptive research answers the
questions who, what, where, when and how.
Although the data description is factual, accurate and systematic, the research cannot describe
what caused a situation. Thus, descriptive research cannot be used to create a causal
relationship, where one variable affects another. In other words, descriptive research can be
said to have a low requirement for internal validity.

1.6.7 Questionnaire.
A well defined questionnaire that is used effectively can gather information on both overall
performance of the test system as well as information on specific components of the system.
A defeated questionnaire was carefully prepared and specially numbered. The questions were
arranged in proper order, in accordance with the relevance.

1.6.8 Nature of Questions Asked.

The questionnaire consists of open ended, dichotomous, rating and ranking questions.

1.6.9 Pre-testing
A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed
and all of them were collected back as completed questionnaire. On the basis of doubts raised
by the respondents the questionnaire was redialed to its present form.

1.6.10 Sample
A finite subset of population, selected from it with the objective of investigating its properties
called a sample. A sample is a representative part of the population. A sample of 20
respondents in total has been randomly selected. The response to various elements under each
questions were totaled for the purpose of various statistical testing.
1.6.11. Variables of the Study.
The direct variable of the study is the employee motivation
Indirect variables are the incentives, interpersonal relations, career development opportunities
and performance appraisal system.

1.6.12. Presentation of Data.

The data are presented through charts and tables.

1.6.13. Tools and Techniques for Analysis.

Correlation is used to test the hypothesis and draw inferences.
LITERATURE REVIEW ON EMPLOYEE MOTIVATION
(Issue 6,June/2020 , www. http://jespublication.com/ )

ABSTRACT

Research on employee motivation has attracted both the academics and corporate companies
from the past few years. In the present study, possible dimensions of motivation have been
extracted and explain about its direct and indirect impact on motivation techniques. This
study has examined the multidimensionality of motivation from the existing literature and
present a conceptual framework based on it and explains about various motivation techniques
which are having a positive impact on quality of life, performance of the employee in the
organization and employee satisfaction about their work. The originality of this study lies in
its theoretical framework where an attempt has made to come up with a construct nature
having dimensions that are directly or indirectly influences employee motivation. In the
previous research papers few dimensions of motivation were used to explain the different
models of motivation theory which has direct impact on employee motivation in the
organization. However the models need to be validated by using quantitative measures. To
make the study more relevant, only those studies were included which were published on
motivation in the last few years. In order to study the various issues related to employee
motivation, a large body of literature mainly from different journals and books of different
authors have been take in.
LITERATURE REVIEW

One of the most important functions of management is to create willingness amongst the
employees to perform in the best of their abilities. Therefore the role of a leader is to arouse
interest in performance of employees in their jobs. In a complex and dynamic environment,
leader of the organization used to create the environment in which employee feel trusted and
are empowered to take decisions in the organization which leads to enhance motivation level
of employee and ultimately organizational performance are enhanced. Fredrick W Taylor was
one of the first theorists to attempt to understand employee motivation. His theory of
scientific management, also referred to as Taylorism, analyses the productivity of the
workforce. Taylor's basic theory of motivation is that workers are motivated by money. He
viewed employees not as individuals, but as pieces of a larger workforce; in doing so his
theory stresses that giving employee's individual tasks, supplying them with the best tools
and paying them based on their productivity was the best way to motivate them. Taylor's
theory developed in the late 1890s and can still be seen today in industrial engineering and
manufacturing industries. In the mid-1920s another theorist, Elton Mayo, began studying the
workforce. His study of the Hawthorne Works, lead him to his discovery of the Hawthorne
effect. The Hawthorne effect is the idea that people change their behaviour as a reaction to
being observed.
The concept of motivation
The word motivation has been derived from motive which means any idea, need oremotion
that prompts a man in to action. Whatever may be the behavior of man, there is somestimulus
behind it. Stimulus is dependent upon the motive of the person concerned.Motive can
beknown by studying his needs and desires.

There is no universal theory that can explain the factorsinfluencing motives which control
man’s behavior at any particular point of time. In general, thedifferent motives operate at
different times among different people and influence their behaviors.The process of
motivation studies the motives of individuals which cause different type of behavior.

2.2 Definition of Motivation.

According to Edwin B Flippo, “Motivation is the process of attempting to influence others to
do their work through the possibility of gain or reward.

2.3 Significance of Motivation

Motivation involves getting the members of the group to pull weight effectively, to give their
loyalty to the group, to carry out properly the purpose of the organization. The following
results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.

2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.

3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.

5. The number of complaints and grievances will come down. Accident will also be low.

6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.
2.4 Motivation Process.
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back

Two Factor Theory

X Theory
 Individuals inherently dislike work.
 People must be coerced or controlled to do work to achieve the objectives.
 People prefer to be directed

Y Theory
 People view work as being as natural as play and rest
 People will exercise self-direction and control towards achieving objectives they are
committed to.
 People learn to accept and seek responsibility.
  Types of Motivation.

 Intrinsic motivation occurs when people are internally motivated to do something

because it either brings them pleasure, they think it is important, or they feel that what
they are learning is morally significant.
 Extrinsic motivation comes into play when a student is compelled to do something or
act a certain way because of factors external to him or her (like money or good
grades)

 Incentives
An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both financial
and non financial incentives may be used by the management to motivate the workers.
Financial incentives or motivators are those which are associated with money. They include
wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators
are those which are not associated with monetary rewards. They include intangible incentives
like ego-satisfaction, self-actualization and responsibility.
 INCENTIVES

Financial Incentives Non-financial incentives

- Wages and Salaries. - Competition

- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits. - Workers participation.
- Suggestion system.
- Opportunities for growth

8 Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must
be motivated or driven to it, either by themselves or through external stimulus.

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

Performance is considered to be a function of ability and motivation, thus:

 Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow
and long process. On the other hand motivation can be improved quickly. There are many
options and an uninitiated manager may not even know where to start. As a guideline, there
are broadly seven strategies for motivation.

There are broadly seven strategies for motivation.

 Positive reinforcement / high expectations

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

Essentially, there is a gap between an individual’s actual state and some desired state and the
manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate
this gap.
ANALYSIS AND INTERPRETATION OF DATA

Response about the support from the HR department

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Highly satisfied 6 30
2 Satisfied 10 50
3 Neutral 4 6
4 Dissatisfied 0 0
5 Highly satisfied 0 0
Total 20 100

INTERPRETATION
The table shows that 58% of the respondents are satisfied with the support they are getting
from the HR department.
Management is interested in motivating the employees

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 10 50
2 Agree 6 30
3 Neutral 4 20
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 20 100

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

The type of incentives motivates you more

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Financial Incentives 12 30
2 Non financial Incentives 2 18
3 Both 6 52
Total 20 100

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

Satisfaction with the present incentives scheme

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Highly satisfied 8 36
2 Satisfied 7 58
3 Neutral 5 6
4 Dissatisfied 0 0
5 Highly satisfied 0 0
Total 20 100

INTERPRETATION
The table shows that 58% of the respondents are satisfied with the present incentive scheme
of the organization.
4.1.5 The company is eagerness in recognizing and acknowledging
employee’s work

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 5 54
2 Agree 10 58
3 Neutral 5 6
 4 Disagree 0 0
5 Strongly Disagree 0 0
Total 20 100

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

Periodical increase in salary

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 4 24
2 Agree 2 46
3 Neutral 6 6
4 Disagree 5 18
5 Strongly Disagree 3 6
Total 20 100

INTERPRETATION
The table shows 46% of employees agree that there is a periodical increase in the salary.

Job Security existing in the company.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 2 30
2 Agree 4 36
3 Neutral 8 22
4 Disagree 3 6
5 Strongly Disagree 3 6
 Total 20 100

INTERPRETATION
The table shows 35% of employees agree with good job security exist in the company.

Good relations with the co-workers.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 8 30
2 Agree 8 54
3 Neutral 4 16
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 20 100

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

Effective performance appraisal system.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 7 20
2 Agree 6 46
3 Neutral 5 16
4 Disagree 2 12
 5 Strongly Disagree 0 0
Total 20 100

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

Effective promotional opportunities in present job,

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 5 18
2 Agree 5 52
3 Neutral 4 18
4 Disagree 3 6
5 Strongly Disagree 3 6
Total 20 100

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

Good safety measures existing in the organization.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 5 30
2 Agree 3 46
3 Neutral 3 6
4 Disagree 6 12
 5 Strongly Disagree 3 6
Total 20 100

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

Performance appraisal activities are helpful to get motivated.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 6 18
2 Agree 6 46
3 Neutral 5 12
4 Disagree 3 3
5 Strongly Disagree 0 0
Total 20 100

INTERPRETATION
The table shows 46% of the respondents agree that the performance appraisal activities are
helpful to get motivated.

Support from the co-worker is helpful to get motivated

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 8 20
2 Agree 5 46
3 Neutral 2 0
4 Disagree 2 12
 5 Strongly Disagree 3 6
Total 20 100

INTERPRETATION
The table shows 58% of the respondents agree that the support from the co-worker is helpful
to get motivated.

Career development opportunities are helpful to get motivated

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Strongly Agree 5 20
2 Agree 7 52
3 Neutral 2 4
4 Disagree 4 8
5 Strongly Disagree 2 16
Total 20 100

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

Factors which motivates you the most.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Salary increase 7 42
2 Promotion 5 30
3 Leave 4 6
4 Motivational talk 2 10
5 Recognition 2 12
 Total 20 100

INTERPRETATION

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

Incentives and other benefits will influence your performance

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Influence 6 64
2 Does not influence 8 24
3 No opinion 6 12
Total 20 100

INTERPRETATION
The table shows 64% of the respondents responded that incentives and other benefits will
influence their performance

Management involves you in decision making which are connected to your

department.

SL NO NUMBER OF
PARTICULAR
RESPONDENTS PERCENTAGE
1 Yes 12 94
2 No 0 0
3 Occasionally 8 6
 Total 20 100

INTERPRETATION
The table shows 94% of the respondents agree that they the Management involve them in
decision making which are connected to your department.

FINDINGS
The findings of the study are follows

 The Hyderabad Industries Limited has a well defined organization structure.

 There is a harmonious relationship is exist in the organization between employees and
management.
 The employees are really motivated by the management.
 The employees are satisfied with the present incentive plan of the company.
 Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.
 The study reveals that there is a good relationship exists among employees.
 Majority of the employees agreed that there job security to their present job.
 The company is providing good safety measures for ensuring the employees safety.
 From the study it is clear that most of employees agrees to the fact that performance
appraisal activities and support from the coworkers in helpful to get motivated.
 The study reveals that increase in the salary will motivates the employees more.
 The incentives and other benefits will influence the performance of the employees.
SUGGESTIONS
The suggestions for the findings from the study are follows

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

 Non financial incentive plans should also be implemented; it can improve the
productivity level of the employees.

 Organization should give importance to communication between employees and gain

co-ordination through it.

 Skills of the employees should be appreciated.

 Better carrier development opportunities should be given to the employees for their
improvement.

 If the centralized system of management is changed to a decentralized one, then there

would be active and committed participation of staff for the success of the
organization
CONCLUSION
The study concludes that, the motivational program procedure in PLACEMENT SPACE
PVT LTD is found effective but not highly effective. The study on employee motivation
highlighted so many factors which will help to motivate the employees. The study was
conducted among 20 employees and collected information through structured questionnaire.
The study helped to findings which were related with employee motivational programs which
are provided in the organization.

The performance appraisal activities really play a major role in motivating the employees of
the organization. It is a major factor that makes an employee feels good in his work and
results in his satisfaction too. The organization can still concentrate on specific areas which
are evolved from this study in order to make the motivational programs more effective. Only
if the employees are properly motivated- they work well and only if they work well the
organization is going to benefit out it. Steps should be taken to improve the motivational
programs procedure in the future. The suggestions of this report may help in this direction.
Bibliography
www.google.com
www.placementspace.com
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SUMMARY

This document aims at providing employees and management members with the information
that can be beneficial both personally and professionally. Every business enterprise has
multiple objectives including of adequate profit for payment of a reasonable rate of return to
the owners and for investment in business through satisfaction of customers, maintenance of
a contended workforce and creation of a public image. The basic job of management of any
business is the effective utilization of available human resources, technological, financial and
physical resources for the achievement of the business objectives.

This project entitled as “Employee motivation” was done to find out the factors which will
motivate the employees. The study undertakes various efforts to analyze all of them in great
details. The researcher in this project at the outset gives the clear idea of the entire
department existing in the company. From the study, the researcher was able to find some of
the important factors which motivate the employees. Factors like financial incentives and non
financial inventive, performance appraisal system, good relationship with co-workers,
promotional opportunities in the present job, employee participation in decision making are
very much effect the level employee motivation. It is also clear from the study that the
company is so eager in motivating their employees and their present effort for it so far
effective.

The human resources can play an important role in the realization of the objectives.
Employees work in the organization for the satisfaction of their needs. If the human resources
are not properly motivated, the management will not be able to accomplish the desired
results. Therefore, human resources should be managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the achievement of the business
objectives.
LIMITATIONS OF THE STUDY
The limitations of the study are the following

 The data was collected through questionnaire. The responds from the respondents
may not be accurate.

 The sample taken for the study was only 50 and the results drawn may not be
accurate.
 Since the organization has strict control, it acts as another barrier for getting data.
 Another difficulty was very limited time-span of the project.
 Lack of experience of Researcher.
SCOPE FOR FUTURE RESEARCH
The present study on employee motivation helps to get clear picture about the factors which
motivates the employees. This in turn helps the management to formulate suitable policy to
motivate the employees. Hence, the motivational level of the employees may also change.

The factors that motivate the employees may change with change in time because the needs
of employees too change with change in time. So continuous monitoring and close
observation of factors that motivate the employees is necessary to maintain a competent work
force. Only with a competent work force an organization can achieve its objective. Moreover,
human resource is the most valuable asset to any organization. A further study with in dept
analysis to know to what extent these factors motivate the employees is required.