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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684

A Study on Employees Motivation in TANFAC Chemicals Industries limited Company, Cuddalore


Dr. I. Savarimuthu
A. Jareena Begum

PG & Research Department of commerce, St. Joseph„s college of Arts & Science (Autonomous),
Cuddalore -1
Research Scholar, PG & Research Department of commerce, St. Joseph‟s college of Arts &Science
(Autonomous), Cuddalore -1
Abstract
Motivation can be achieved by promotion, job enlargement, job enrichment, monetary incentives, power,
position etc., after employees are hired and trained, it is important to motivate them to get the desired
efforts from them, to achieve organizational objectives. While designing their compensation package, we
try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs,
within the given policies and procedures of the organization. To understand the relationship between
emotion, feeling and motivation and to know whether proper motivation has been given to the
employees. To study about the performance level of employees and satisfaction level of their jobs.
Introduction
Motivation can be achieved by promotion, job enlargement, job enrichment, monetary incentives, power,
position etc., after employees are hired and trained, it is important to motivate them to get the desired
efforts from them, to achieve organizational objectives. While designing their compensation package, we
try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs,
within the given policies and procedures of the organization.
Motivation is a dynamic organizational behavior issue and there cannot be any organization
specific motivation tool. The subject of motivation, perhaps, received the highest attention from
management thinkers worldwide.
Goals/Objectives of Motivation:
 To create condition in which people are willing to work with zeal, initiative.
 To increase loyalty against company.
 Motivation techniques utilized to stimulate employee growth.
 You can even buy a measured number of skilled muscular motions per hour or day.
 Forachieve a desire rate of production.
Motivation Cycle or Process:
It is aimed at a accomplishing some goals. The basic elements include in process all motive goals of
behaviors as mentioned below.
Behavior/Process:

Motive Goal Behavior

Tension
Reduction
Nature of Motivation:
n
1. Motivation is a psychological phenomenon:
Motivation is an internal feeling which means it cannot be forced on employees such as need,
desire, aspiration etc., and influence human behavior to behave in a particular manner. For example:
desire to have a new house, respect and recognition, etc.,
2. Motivation produces goal directed behavior:
Motivation induces people to behave is such a manner. So that they can achieve their goal.
Motivated person need no supervision or direction. He will always work in desired manner. For
example: If a person has a motive to get promotion. So he will work efficiently to get promotion.

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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684

3. Motivators can be positive as well as negative:


To motivate employees managers use various motivators. Some motivators are positive and some
are negative few example of positive motivation are: promotion, increment, bonus, respect, recognition,
etc., If employees does not improve his performance with positive motivators then manager uses
negative motivators such as warning, issue memo, demotion, stopping increments, etc., sometimes fear
of negative motivators also induces person to behave in a desired manner.
4. Motivation is a complex process:
Motivation is a complex and difficult task. In order to motivate people a manager must understand
various types of human needs. Human needs are mental feelings which can be measured accurately. If
manager measures them accurately then also every person uses different approaches to satisfy his
need. Some get satisfied with monetary incentives. Some with non- monetary, some with positive and
some with negative motivators. So it is not possible to make generalization in motivation.
5. Motivation is a dynamic and continuous process:
Human beings are ever-changing. Human need are unlimited and go on changing continuously.
Satisfaction of one need gives rise to another so managers have to continuously perform the function of
motivation.
Objectives of the Study
 To understand the relationship between emotion, feeling and motivation.
 To know whether proper motivation has been given to the employees.
 To study about the performance level of employees and satisfaction level of their jobs.
 To study about the type of motivation required by the employees.
Methodology
Sources of Data: Primary data collected through questionnaires administered to a sample of 75
respondent, the questionnaire was pre- designed. Secondary data used for the study are inclusive of
the data collected internet, magazines, journals, and Books.
Sample design: A Survey was conducted from TANFAC CHEMICALS INDUSTRIES LIMITED
COMPANY, CUDDALORE to analyzing the Employees motivation. Using Random Sampling the
samples were selected for the study.
Sample Size: The sample size of this study that is selected from sampling unit. The sample size is
75 respondents.
Review of Literature
DRUMMOND (1990) motivation is in the individual and helps to explain behavior. Motivation is an
intricate inside process with three components: what drives the individual to behave in certain ways,
what steers the behavior, and what maintains the behavior. To satisfy the employees‟ need is very
difficult because each employee has different characteristics that affect behavior. The factors that
organizations have to be concerned with are self-concept, attitudes, values, interests, feelings,
personality, and life experiences. They have to encourage employees through a positive organizational
climate that is motivating.
BOWEN & RADHAKRISHNA (1991) This is due, in part, to the fact that what motivates employee
changes constantly.
CAI (1993) it is not possible to understand, explain or predict human behavior without some knowledge
of motivation”.
BEDEIAN (1994) The Hawthorne Studies began the human relations approach to management,
whereby the needs and motivation of employees become the primary focus of managers.
BRUCE AND PEPITON (1999) propose an interesting viewpoint according to which managers cannot
motivate employees; managers can only influence what employees are motivated to do.
G.RAJKUMAR (2000) A study on motivation factors of employees concluded that majority of the
employees are satisfied with the motivation provided by the company and the motivation in the
company helps to improve worker‟s efficiency, output, superior- superior – subordinate relationship and
dedication.

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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684

YOUNG (2001) suggests that motivation can be defined in a variety of ways, depending on who you ask.
Ask someone on the street, you may get a response like “it‟s what drives us” or “it‟s what makes us do
the things we do.” Therefore motivation is the force within an individual that account for the level,
direction, and persistence of effort expended at work.” It is important to note, however, that Frey uses
the term external intervention.
WYLIE (2004) An interesting viewpoint regarding the issue has been proposed by accounting to which
members of management primarily should be able to maintain the level of their own motivation at high
levels in order to engage in effective motivation of their subordinates.
SHIELDS (2007) stresses two specific advantages of such a practice that relate to offering employees a
chance to raise their concerns and put across their points regarding various aspects of their jobs, as
well as, supplying them with the feeling of engagement and appreciation.
A.P.AYYANAR (2009) Employee motivation in stated that the motivational factors play a significant role
in organization. The researcher suggested that the company should give importance for the career
development programmers of the employees.
THOMAS (2009) the main challenge of motivation in workplace is identifying what motivates each
individual employee taking into account his or her individual differences.
WYLIE (2004) an interesting viewpoint regarding the issue has been proposed by accounting to which
members of management primarily should be able to maintain the level of their own motivation at high
levels in order to engage in effective motivation of their subordinates
SHIELDS (2007) stresses two specific advantages of such a practice that relate to offering employees a
chance to raise their concerns and put across their points regarding various aspects of their jobs, as
well as, supplying them with the feeling of engagement and appreciation.
LOCKLEY (2012) offering training and development programs that effectively contributes to personal
and professional growth of individuals is another effective employee motivation strategy.
Data analysis and interpretation
Ho: There is a no association between Salary and attribute towards employee motivation
Calculation of Chi Square test
𝟐
𝑶𝒊 − 𝑬𝒊
Observed Expected (Oi – Ei)² 𝑬𝒊

Oi Ei

60 37.5 506.25 13.5

15 37.5 506.25 13.5

𝑶𝒊 − 𝑬𝒊 𝟐
27
𝑬𝒊

Level of Significance - 5%
Degree of Freedom: = (r -1), (c-1)= (2-1), (2-1) = 1.
Table value @ 5% Level of significance for Degree of freedom = 1.
Table value = 3.841
Calculated value = 27
Result:
Since the table value is less than the calculated value is (27>3.841). Hence, Alternative
hypothesis (H1) is accepted. The calculated value of chi square for 1 degree of freedom at 5%. Level of
significance is 27 which are higher than the tabulated value is3.841. The null hypothesis is accepted.
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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684

Finding
 92% of the respondents were highly satisfied in good motivation.
 44% of the personal benefits were given by the medical reimbursement.
 68% of the respondents were satisfied in promotional policy.
 The organization were strongly agreed by giving 32% of feedback for your job done.
 32% of the respondents financial motivation factors will motivate better.
 32% of the respondents were very good to rate the superiors treatment on subordinate.
 52% of respondents were highly satisfied in this department and encourage one another in work.
 Yes 96% of the management involves you in the decision making in your department.
 40% of the respondents were agree to feel the job satisfaction.
 Yes 96% of respondents were increased your productive.
 44% of job security were provided in your organization.
 40% of incentive were provided in your organization.
 65% of monetary motivation technique has been followed by your concern.
 49% of respondents satisfied with the working culture of the organization.
 48% of respondents were satisfied regarding to provide by the organization.
 Yes 80% of salary is the most important attribute toward employee motivation.
 32% of respondents were neutral to performance appraisal helpful in motivation.
 36% of respondents were agree to career development opportunities.
 52% of respondents were strongly agree to existing companies a good attribute to motivate
employee.
 32% of respondents were really agreed and interested in motivating the employee.
Suggestion
The study brings forth the fact that the sectoral differences in terms of compensation, growth
opportunities, working condition, personal factors, social environment, benefits and job security play a
significant role in influencing employee‟s perception of work motivation and job satisfaction. By
leveraging this fact, jobs can be enriched and can be made highly motivation and satisfying for the
employee. To encourage competitive culture in public sector company, seniority based promotion
policies should be revised .The public sector company needs to increase employees pay satisfaction by
introducing a differential pay system based on one‟s merit and effort. To maintain satisfied and
dedicated work force, performance based compensation package should be introduced in TANFAC
company. Money alone is not enough to motivate employee in today‟s workforce. Besides financial
motivations, other ways are to be adopted to motivate employees such as involving them in decision
making process; autonomy in work which ensures a healthy environment. Employees should be
encourages committing themselves to create a dedicated workforce for company institution.
Conclusion
From the findings of the study, it is concluded that most of the employees are highly motivated
majority of the employees feel that the company takes all the necessary steps initiatives that are require
promoting effective motivational system. The employees feel that working environment needs to be
friendlier by providing sufficient break time during working hours and by allotting appropriate work
load. The recreational activity needs more concentration to relieve the employees from monotonous
work in the company. Employee‟s motivation is one of the most important factors in determining
organization efficiency. Motivations are different for different persons and it also varies according to
time and place. Hence motivational tools should be effective enough to satisfy different needs of the
employees. Even though the employees of the company are motivated with various tools, the companies
have to concentrate more on financial incentives, effective training methods and transparent
performance appraisal methods.
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