PepsiCo

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ACKNOWLEDGEMENT
I would like to convey may gratitude in this phase to those responsible persons who have
rendered endless effort for the competition of this project work, which is the spontaneous
overflow of powerful feelings. Here an attempt is made to present essential concept of
training and development for the purpose of career advancement program in consists with
corporate objective.
A lot of individuals of PepsiCo who have rendered their helping hand to me in completing
this study. I take this opportunity to thank all of them.
I am also grateful to Mr. Dev Narayan Sarkar (General Manager) and Mr. Sandeep
Chatterjee (Area Manager) of PepsiCo without whom I really don‘t able to complete my
project. They had specially contributed his precious time despite of his busy schedule to guide
in all the respect of this study. I would like to also mention the name of Rajdeep Sengupta,
for all kind of help and guidance given to me during the project.
I am also grateful to my institute Chandannagar Institute of Management & Technology
and would also like to express my sincere thanks to our respected professor Sk. Akhtar
without whom I would not be able to complete my work. It was a very tough task for me if he
did not guide me.
Signature:
Date:-
-------------------------------
(Bijayan Saha)

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PREFACE
The two month project report is for partial fulfillment of the course (B.B.A Hons.) curriculum
of the University Of Burdwan.
In this present day the marketing universe has undergone tremendous changes, which gave
birth to a lot of business problems. In this global economy marketing management and
different department of a concern has to meet these problems, challenges of managing the
charge, achieve the prosperity through marketing innovation.
Marketing Management or Researcher has to determine the consumer needs and
wants then try to find these resources to match this wants and needs.
Marketing Management has to prepare a separate project for different market
related problems and study them carefully.
I have done my project report in the place of Kasba which is in Kolkata during two months.
In the project report all the data are chronologically sequenced. There are many other tools
that are used. Lots of marketing efforts is to be practiced.

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CONTENTS
1. Introduction
 Company Profile
 PepsiCo Headquarters
 Company History
 Financial Highlights
 Mission & Vision
 Values & Philosophy
 Brands & Products
 Competitors and its Analysis
2. Need for Study
3. Objective of the Study
4. Scope of the Study
5. Research Methodology
6. Limitation of the Study
7. Conceptual Review
 Definition
 Objectives
 Importance
 Factors
 Concept
 Types
 Theories
 Strategies
8. Analysis
 SOWT Analysis
 PEST Analysis
 Poter’s Five Forces Model
9. Data analysis and Interpretation
10. Findings
11. Suggestion And Recommendation
12. Conclusion
13. Questionnaire
14. Bibliography

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Introduction
 Company Profile:-
PepsiCo Inc. is an American multinational food and beverage corporation
headquartered in Purchase, New York, United States, with interests in the
manufacturing, marketing and distribution of grain-based snack foods,
beverages, and other products. PepsiCo was formed in 1965 with the merger of
the Pepsi-Cola Company and Frito-Lay, Inc. PepsiCo is a global food and
beverage leader with net revenues of more than $65 billion and a product
portfolio that includes 22 brands that generate more than $1 billion each in
annual retail sales. PepsiCo has since expanded from its namesake product Pepsi
to a broader range of food and beverage brands, the largest of which include an
acquisition of Tropicana in 1998 and a merger with Quaker Oats in 2001—which
added the Gatorade brand to its portfolio. PepsiCo is a world leader in
convenient foods and beverages, with 2013 revenues of more than $66 billion
and 278,000 employees (2012). Its world renowned brands are available in
nearly 200 countries and territories. Based on net revenue, PepsiCo is the second
largest food and beverage business in the world. Within North America, PepsiCo
is ranked (by net revenue) as the largest food and beverage business. PepsiCo is
organized into four business units: PepsiCo Americas Foods (PAF), which
includes Frito-Lay North America (FLNA), Quaker Foods North America
(QFNA) and all of its Latin American food and snack businesses (LAF);
PepsiCo Americas Beverages (PAB), which includes all of its North American
and Latin American beverage businesses; PepsiCo Europe, which includes all
beverage, food and snack businesses in Europe, and PepsiCo Asia, Middle East
and Africa (AMEA), which includes all beverage, food and snack businesses in
AMEA. Its four business units are comprised of six segments: FLNA, QFNA,
LAF, PAB, Europe, and AMEA. It manufactures markets and sells a range of
salty, convenient, sweet and grain-based snacks, carbonated and non-carbonated
beverages, dairy products and other foods. PepsiCo‘s main businesses – Quaker,
Tropicana, Gatorade, Frito-Lay and Pepsi-Cola – make hundreds of enjoyable
foods and beverages that are loved throughout the world. PepsiCo‘s people are

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united by our unique commitment to sustainable growth by investing in a
healthier future for people and our planet, which we believe also, means a more
successful future for PepsiCo. We call this commitment Performance with
Purpose: PepsiCo‘s promise to provide a wide range of foods and beverages
from treats to healthy eats; to find innovative ways to minimize our impact on
the environment by conserving energy and water and reducing packaging
volume; to provide a great workplace for our associates; and to respect, support
and invest in the local communities where we operate. Indra Krishnamurthy
Nooyi has been the chief executive of PepsiCo since 2006, and the company
employed approximately 278,000 people worldwide as of 2012. The company's
beverage distribution and bottling is conducted by PepsiCo as well as by licensed
bottlers in certain regions.
PepsiCo India:
PepsiCo entered India in 1989 and has grown to become the country‘s largest
selling food and beverages companies. Gurgaon is the India Headquarters of
PepsiCo. PepsiCo India and its partners have invested more than U.S. $700
million since the company was established in the country in 1989. PepsiCo has
37 bottling plants in India, of which 16 are company owned and 21 are
franchisee owned. PepsiCo Frito Lay snack divisions have 3 state of the art
plants. In India, PepsiCo provides direct employment to 4,000people and indirect
employment to 60,000 people including suppliers and distributors.
PepsiCo nourishes consumers with a range of products from treats to
healthy eats that deliver joy as well as nutrition and always, good taste. PepsiCo
India‘s expansive portfolio includes iconic refreshment beverages Pepsi, 7 UP,
Mirinda and Mountain Dew, in addition to low calorie options such as Diet
Pepsi, hydrating and nutritional beverages such as Aquafina drinking water,
isotonic sports drinks - Gatorade, Tropicana 100% fruit juices, and juice based
drinks – Tropicana Nectars, Tropicana Twister and Slice, non-carbonated
beverage and a new innovation Nimbooz by 7Up. Local brands – Lehar Evervess
Soda, Dukes Lemonade and Mangola add to the diverse range of brands.

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PepsiCo Headquarters:-
The PepsiCo headquarters are located in the neighborhood of Purchase, New
York, in the town of Harrison, New York. It was one of the last architectural
works by Edward Durell Stone. It consists of seven three-story buildings. Each
building is connected to its neighbor through a corner. The property includes
the Donald M. Kendall Sculpture Gardens with 45 contemporary sculptures open
to the public. Works include those of Alexander Calder, Henry Moore,
and Auguste Rodin. In 2010 the magazine ranked the building as one of the ten
most beautiful buildings in Westchester County.

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Company History:-
The recipe for Pepsi (the soft drink), was first developed in the 1880s by a
pharmacist and industrialist from New Bern, North Carolina,named Caleb
Bradham – who called it "Pepsi-Cola" in 1898. As the cola developed in
popularity, he created the Pepsi-Cola Company in 1902 and registered a patent
for his recipe in 1903.The Pepsi-Cola Company was first incorporated in the
state of Delaware in 1919.The company went bankrupt in 1931 and on June 8 of
that year, the trademark and syrup recipe was bought by Charles Guth who
owned a syrup manufacturing business in Baltimore, Maryland. Guth was also
the president of Loft, Incorporated, a leading candy manufacturer, and he used
the company's labs and chemists to reformulate the syrup. He further contracted
to stock the soda in Loft's large chain of candy shops and restaurants, which
were known for their soda fountains, used Loft resources to promote Pepsi, and
moved the soda company to a location close by Loft's own facilities in New
York City. In 1935, the shareholders of Loft sued Guth for his 91% stake of
Pepsi-Cola Company in the landmark Guth v. Loft Inc. Loft won the suit and on
May 29, 1941 formally absorbed Pepsi into Loft, which was then rebranded as
Pepsi-Cola Company that same year. (Loft restaurants and candy stores were
spun off at this time.) In the early 1960s, the company product line expanded
with the creation of Diet Pepsi and purchase of Mountain Dew.In 1965, the
Pepsi-Cola Company merged with Frito-Lay, Inc. to become PepsiCo, Inc., the
company it is known as at present. At the time of its foundation, PepsiCo was
incorporated in the state of Delaware and headquartered in Manhattan, New
York. The company's headquarters were relocated to its still-current location of
Purchase, New York in 1970, and in 1986 PepsiCo was reincorporated in the
state of Carolina. PepsiCo was the first company to stamp expiration
dates,starting in March 1994.
Between the late-1970s and the mid-1990s, PepsiCo expanded via acquisition of
businesses outside of its core focus of packaged food and beverage brands;
however it exited these non-core business lines largely in 1997, selling some,
and spinning off others into a new company named Tricon Global Restaurants,
which later became known as Yum! Brand, Inc. PepsiCo also previously owned
several other brands that it later sold so it could focus on its primary snack food
and beverage lines, according to investment analysts reporting on the
divestments in 1997.Brands formerly owned by PepsiCo include: Hut,
Taco, Subway, KFC, Hot 'n Now, East Side Mario's, D'AngeloSandwich
Shops, Chevys Fresh Mex, California Pizza Kitchen, Stolichnaya (via
licensed agreement), Wilson Sporting Goods and North American Van Lines.

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The divestments concluding in 1997 were followed by multiple large-scale
acquisitions, as PepsiCo began to extend its operations beyond soft drinks and
snack foods into other lines of foods and beverages. PepsiCo purchased
the orange juice company Tropicana Products in 1998, and merged
with Quaker Oats Company in 2001,adding with it the Gatorade sports drink
line and other Quaker Oats brands such as Chewy Granola Bars and Aunt
Jemima, among others.
In August 2009, PepsiCo made a $7 billion offer to acquire the two largest
bottlers of its products in North America: Pepsi Bottling
Group and PepsiAmericas.In 2010 this acquisition was completed, resulting in
the formation of a new wholly owned subsidiary of PepsiCo, Pepsi Beverages
Company. In February 2011, the company made its largest international
acquisition by purchasing a two-thirds (majority) stake in Wimm-Bill-Dann
Foods, a Russian food company that produces milk, yogurt, fruit juices, and
dairy products. When it acquired the remaining 23% stake of Wimm-Bill-Dann
Foods in October 2011, PepsiCo became the largest food and Beverage
Company in Russia.
PepsiCo through the years

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Financial Highlights:-
“Running a company for the long term is like driving a car in a race that has no end.”
International Growth and Revenues:
 World‘s 2nd
largest food and beverage business.
 PepsiCo make market or sell their products in more than 200 countries.
 More than 49% of their business is generated outside the U.S.
 In 2010, PepsiCo achieved their target to increase their revenues outside
the U.S. for approximately 30%.
 In 2011, they delivered core net revenue growth of 14%.
 In 2012, the revenue is 1% less than 2011. During 2012 they undertook a
number of significant initiatives that we believe will position us for future
success.
 These initiatives include increasing investment in their iconic global
brands; stepping up their innovation program and launching new products
like Pepsi Next.
 In 2013 their revenue increased by 1.5% as compared to 2012, & delivers
its planned $900 million in productivity savings during 2013 to reach $3
billion in savings between 2012 and 2014.

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Mission and Vision:-
Mission:
―Our mission is to be the world's premier consumer Products Company focused
on convenient foods and beverages. We seek to produce financial rewards to
investors as we provide opportunities for growth and enrichment to our
employees, our business partners and the communities in which we operate. And
in everything we do, we strive for honesty, fairness and integrity.‖

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Vision:
―Our vision is put into action through programs and a focus on environmental
stewardship, activities to benefit society, and a commitment to build shareholder
value by making PepsiCo a truly sustainable company.‖
Performance with Purpose:
―PepsiCo committed to achieving business and financial success while leaving a
positive imprint on society - delivering what they call Performance with Purpose.
Their approach to superior financial performance is straightforward - drive
shareholder value. By addressing social and environmental issues, we also
deliver on our purpose agenda, which consists of human, environmental, and
talent sustainability.‖
Values & Philosophy:-
Our Values & Philosophy are a reflection of the socially and environmentally
responsible company we aspire to be. They are the foundation for every business
decision we make.
Our Commitment:
We are committed to delivering sustained growth through empowered people
acting responsibly and building trust.
What It Means:-
Sustained Growth:
Sustained growth is fundamental to motivating and measuring our success. Our
quest for sustained growth stimulates innovation, places a value on results, and
helps us understand whether today's actions will contribute to our future. It is
about the growth of people and company performance. It prioritizes both making
a difference and getting things done.

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Empowered People:
Empowered people means we have the freedom to act and think in ways that we
feel will get the job done, while adhering to processes that ensure proper
governance and being mindful of company needs beyond our own.
Responsibility and Trust:
Responsibility and trust form the foundation for healthy growth. We hold
ourselves both personally and corporately accountable for everything we do. We
must earn the confidence others place in us as individuals and as a company. By
acting as good stewards of the resources entrusted to us, we strengthen that trust
by walking the talk and following through on our commitment to succeeding
together.
Brands and Products:-
PepsiCo‘s goal is to nourish consumers with a range of products that deliver
great taste, convenience and affordability, from simple treats to healthy
offerings.
Foods
PepsiCo‘s foods division Frito-Lay is the leader in the branded salty snack
market. All its products are free of trans-fat and MSG. It manufactures Lay’s
potato chips; Cheetos extruded snacks, Uncle Chipps and traditional snacks
under the Kurkure and Lehar brands. The company‘s high-fibre breakfast
cereal, Quaker Oats and low-fat and roasted snack options like Aliva increase
the number of healthy choices available to consumers.
 Cheetos
 Kurkure
 Lay’s
 Lehar Namkeen
 Quaker Oats
 Uncle Chipps

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Beverages
PepsiCo India‘s expansive portfolio includes iconic refreshment
beverages Pepsi, 7UP, Nimbooz, Mirinda, Slice and Mountain Dew, in
addition to low-calorie options such as Diet Pepsi, hydrating and nutritional
beverages such as Aquafina drinking water, isotonic sports drink Gatorade and
fruit juices such as Tropicana and Tropicana 100%.
 7UP
 Aquafina
 Duke's
 Gatorade
 Mirinda
 Mountain Dew
 Nimbooz
 Pepsi
 Slice
 Tropicana

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Soft drinks, more popularly known as sodas, are not exactly referred to as items
of necessity. Sodas stand between liquor and juice. Those who are too young to
drink beer but think fruit juice is too juvenile will go on to sodas.

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Frito-Lay merged with Pepsi-Cola in 1965.Frito-Lay brands account for 59% of
the U.S. snack chip industry.
The Frito Lay delivers a wide variety of fun and environmentally friendly foods
in around 160 countries and territories.

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PepsiCo acquired Tropicana in 1998. Today the Tropicana brand is available in
63 countries. Tropicana‘s pure and fresh fruit juice in easy to handle packages
has attracted the consumers.

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PepsiCo merged with The Quaker Oats Company in 2001. Quaker's power-
packed line of popular brands expands companies‘ portfolio with a wide range of
healthy food choices.

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Gatorade sports drinks were acquired by the Quaker Oats Company in 1983 and
became a part of PepsiCo with the merger in 2001. Gatorade is the first isotonic
sports drink. Created in 1965 by researchers at the University of Florida for the
school's football team, "The Gators," Gatorade is now the world's leading sports
drink.

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Other Brands:-

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Competitors and It’s Analysis:-

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PepsiCo
The PepsiCo challenge (to archrival Coca-Cola) never loses its fizz for the
world‘s #2 carbonated soft drink maker. Pepsi products are available in 200-plus
countries; the US generates 50% of the sales. The company operates its own
bottling plants and distribution facilities.
 The Coca-Cola Company
 Mondelez International, Inc. Company
 Dr. Pepper Snapple Group, Inc. Company
Analysis

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PepsiCo vs. Coca-Cola
1. Pepsi and Coca-Cola are two international soft-drink giants which control
most of the soft-drinks beverage business in the world.
2. PepsiCo has its following brands under its umbrella: Pepsi, Frito-Lay,
Tropicana, Quaker, Gatorade, Walkers, Tositos, Doritos, Lipton Tea,
Ruffles, Sierra Mist, and Brisk etc. Coke on the other hand has the
following brands: Coca-Cola, Coke light, Diet –Coke, Kinley water,
Kinley Soda, Fanta, Sprite, and Thumps Up etc.
3. Pepsi and Coke command over 95% soft-drink market in India. However
Coke continues to outsell Pepsi most areas of the world but in India and
Pakistan and some other countries, PepsiCo fares better than Coke.

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Need for the Study
Motivation is an important tool in the hands of the manager for inspiring the
work force and Making them to do work with enthusiasm and willingness .If it‘s
an important function of the Management to motivate the people working in the
organization to perform the work assigned to them effectively and efficiently.
The management has to understand the Human behavior if it has to provide
maximum motivation to the personnel. Motivation is something that moves a
person into action and continues him in the course of action enthusiastically. The
role of Motivation is to develop and intensify the desire in every member of
organization to work effectively and efficiently in his position. The main aim of
this study is to find out the employee motivation in IGP Private Ltd, Chennai as
motivation is an important factor which increases the desire willingness and
enthusiasm in workers, to apply their great potentialities for the achievement of
common goals.
Objective of the Study
The objectives of this work have been identified as followings:-
Primary objective:
 To study the motivation level of employees.
Secondary Objectives:
 To study the effectiveness of the techniques adopted by the company in
Employee motivation.
 To study about the benefits and facilities provided to the employees.
 To learn the employee‘s satisfaction on the interpersonal relationship
Exists in the organization.

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Scope of the Study
It is always essential for a concern to access its strategies and reshape its
destiny. It is necessary for every organization to study the different aspects that
affects the organization development. Every study has a clear and specific
scope. The scope of this study is limited to IGP Engineers Pvt. Ltd. In this
survey the emphasis is on the motivation of employees. The scope of the study
involves the preparation of questionnaire and data of the company.
Research Methodology
The procedures by which researchers go about their work of describing,
explaining and predicting phenomena are called methodology. Methods
comprise the procedures used for generating, collecting and evaluating data.
Methods are ways of obtaining information useful for assessing explanations.
Research Definition:
The definition of research given by Creswell is "Research is a process of steps
used to collect and analyze information to increase our understanding of a topic
or issue". It consists of three steps: Pose a question, collect data to answer the
question, and present an answer to the question.
Research Design:
The type of research chosen for the study is descriptive research. In descriptive
research various parameters will be chosen and analyzing the variations between
these parameters. This was done with an objective to find out the motivation
level of the employees.
Data Sources:
The data collected for the study is mainly through the distribution of
questionnaire; to be precise the data collected for study was both primary and
secondary sources.

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Primary Data:
Primary data is the information collected for the first time; there are several
methods in which the data is complied. In this project it was obtained by mean of
questionnaires. Questionnaire was prepared and distributed to the employees.
Secondary Data:
Research Instrument:
In this study the primary data was collected by survey technique. In this we
distributed the questionnaires to the respondents. The researcher structured the
questionnaire in the form of: 1. Close Ended Questions 2. Multiple Choice
Questions.
Questionnaire:
A questionnaire is a sheet of paper containing questions relating to contain
specific aspect, regarding which the researcher collects the data. Because of their
flexibility the questionnaire method is by far the most common instrument to
collect primary data. The questionnaire is given to the respondent to be filled up.
Sampling Design:
Sampling design is to clearly define set of objective, technically called the
universe to be studied. Sampling technique used is simple random sampling
method.
Sample Size:
This refers to the number of items to be selected from the universe to constitute a
sample. This ample size for this study was taken as 50.
Statistical Tools Used:
The data collected was analyzed by employing the following statistical
technique:

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Percentage analysis:
Percentage refers to special kind of ration. It is used in making comparison
between two or more series of data. It is used to describe relationship. It is used
to analyses the data. Bar charts, pie charts were used to explain tabulation
clearly.
Formula:
Percentage (%) = number of respondents
---------------------------------------- X 100
Total number of respondents
Limitation of the Study
 As the respondents were busy with their work, it was difficult for the
researcher to meet the respondents and gain information
 The study was limited to a short period only.
 The data depends totally on the respondent‘s view,
Which may be biased?
 In this study the sample size is 50.
 The findings of the study cannot be applied to all other fields since it lacks
external validity.

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Conceptual Review
-: Motivation:-
Definition:
Employee motivation describes an employee's basic enthusiasm about work and
incentives given to accomplish work. Motivating employees about work is the
blend of satisfying the employee's requirements and prospect from work and
workplace factors that facilitate employee motivation.
Objectives:
Main Objectives of Employee Motivation are as follows:
1. The purpose of motivation is to create condition in which people are
willing to work with zeal, initiative. Interest, and enthusiasm, with a high
personal and group moral satisfaction with a sense of responsibility.
2. To increase loyalty against company.
3. For improve discipline and with pride and confidence in cohesive manner
so that the goal of an organization are achieved effectively.
4. Motivation techniques utilized to stimulate employee growth.
5. For the motivation you can buy man‘s time. Physical presence at a given
place.
6. You can even buy a measured number of skilled muscular motions per
hour or day.
7. Performance results from the interaction of physical, financial and human
resource.
8. For the achieving a desired rate of production.

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Importance of Employee Motivation:
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.
Factors that Motivates Employees:
 Appreciation or recognition for a job well done
 Being in the know about company matters
 An understanding attitude from the management
 Job security
 Good wages
 Interesting work
 Career advancement opportunities
 Loyalty from management
 Good working conditions
 Tactful discipline

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Motivation Concept:
Motivation is the driving force that causes the flux from desire to will in life. For
example: a flower with no water still desires for water to sustain life; however,
due to its incapability to move and get water, the flower cannot will for water,
hence, suffering from a break in the driving force of motivation; it is not to say,
however, that, necessarily, the flower lacks the driving force; therefore, all life
can said to have, at its very minimal, the igniting spark of motivation. It can be
considered a psychological state that compels or reinforces an action toward a
desired goal. For example, hunger is a motivation that elicits a desire to eat.
Motivation has been shown to have roots in physiological, behavioral, cognitive,
and social areas. Motivation may be rooted in a basic impulse to optimize well-
being, minimize physical pain and maximize pleasure. It can also originate from
specific physical needs such as eating, sleeping or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. These inner
conditions such as wishes, desires and goals, activate to move in a particular
direction in behavior.
Intrinsic motivation:-
Intrinsic motivation refers to motivation that is driven by an interest or
enjoyment in the task itself, and exists within the individual rather than relying
on external pressures or a desire for reward. Intrinsic motivation has been
studied since the early 1970s.The phenomenon of intrinsic motivation was first
acknowledged within experimental studies of animal behavior. In these studies,
it was evident that the organisms would engage in playful and curiosity driven
behaviors in the absence of reward. Intrinsic motivation is a natural motivational
tendency and is a critical element in cognitive, social, and physical development.
Extrinsic motivation:-
Extrinsic motivation refers to the performance of an activity in order to attain an
outcome, whether or not that activity is also intrinsically motivated. Extrinsic
motivation comes from outside of the individual. Common extrinsic motivations
are rewards (for example money or grades) for showing the desired behavior,
and the threat of punishment following misbehavior. Competition is in an
extrinsic motivator because it encourages the performer to win and to beat
others, not simply to enjoy the intrinsic rewards of the activity. A cheering
crowd and the desire to win a trophy are also extrinsic incentives.

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Types of Employee Motivation:
Understanding employee motivation is necessary to the success of a company.
By knowing what encourages an employee to do his or her job, a company will
be able to implement different policies to increase the performance of the
workers. In order to understand employee motivation, one must realize that
people are different. This means that different things motivate different
employees.
1) Achievement:-
This is the motivation of a person to attain goals. The longing for achievement is
inherent in every man, but not all persons look to achievement as their
motivation. They are motivated by a goal. In order to attain that goal, they are
willing to go as far as possible. The complexity of the goal is determined by a
person's perception.
To us, the terms "simple" and "complex" are purely relative. What one person
thinks is an easy goal to accomplish may seem to be impossible to another
person. However, if your motivation is achievement, you will find that your
goals will grow increasingly complex as time goes by.
2) Socialization:-
Some people consider socialization to be their main motivation for actions. This
is especially evident in the situation of peer pressure. Some people are willing to
do anything to be treated as an equal within a group structure. The idea of being
accepted among a group of people is their motivation for doing certain things.
3) Incentive motivation:-
This motivation involves rewards. People who believe that they will receive
rewards for doing something are motivated to do everything they can to reach a
certain goal. While achievement motivation is focused on the goal itself,

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incentive motivation is driven by the fact that the goal will give people benefits.
Incentive motivation is used in companies through bonuses and other types of
compensation for additional work.
By offering incentives, companies hope to raise productivity and motivate their
employees to work harder.
4) Fear motivation:-
When incentives do not work, people often turn to fear and punishment as the
next tools. Fear motivation involves pointing out various consequences if
someone does not follow a set of prescribed behavior. This is often seen in
companies as working hand-in-hand with incentive motivation. Workers are
often faced with a reward and punishment system, wherein they are given
incentives if they accomplish a certain goal, but they are given punishments
when they disobey certain policies.
5) Change motivation:-
Sometimes people do things just to bring about changes within their immediate
environment. Change motivation is often the cause of true progress. People just
become tired of how things are and thus, think of ways to improve it.
Theories of Motivation:
Understanding what motivated employees and how they were motivated was the
focus of many researchers following the publication of the Hawthorne study
results (Terpstra, 1979). There are some major approaches that have led to our
understanding of motivation, those are Mcclelland‘s Motivational Needs Theory,
Abraham H Mallows need hierarchyor Deficient theory of Motivation,
Herzberg‘s two-factor theory, and Alderfer‘s ERG theory.

P a g e | 32
 McClelland's Motivational Needs Theory
David McClelland's acquired needs theory recognizes that everyone prioritizes
needs differently. He also believes that individuals are not born with these needs,
but that they are actually learned through life experiences. McClelland identifies
three specific needs:
The need for achievement (n-ach)
The n-ach person is 'achievement motivated' and therefore seeks achievement,
attainment of realistic but challenging goals, and advancement in the job. There
is a strong need for feedback as to achievement and progress, and a need for a
sense of accomplishment.
The need for authority and power (n-pow)
The n-pow person is 'authority motivated'. This driver produces a need to be
influential, effective and to make an impact. There is a strong need to lead and
for their ideas to prevail. There is also motivation and need towards increasing
personal status and prestige.
The need for affiliation (n-affil)
The n-affil person is 'affiliation motivated', and has a need for friendly
relationships and is motivated towards interaction with other people. The
affiliation driver produces motivation and need to be liked and held in popular
regard. These people are team players.
 Abraham Mallows need hierarchy or Deficient
theory of Motivation
Maslow's hierarchy of needs is a theory in psychology proposed by Abraham
Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological
Review. Maslow subsequently extended the idea to include his observations of
humans' innate curiosity. Maslow used the terms Physiological, Safety,
Belongingness and Love, Esteem, Self-Actualization and Self-Transcendence
needs to describe the pattern that human motivations generally move through.

P a g e | 33
Physiological needs
Physiological needs are the physical requirements for human survival. If these
requirements are not met, the human body cannot function properly and will
ultimately fail. Physiological needs are thought to be the most important; they
should be met first.
Air, water, and food are metabolic requirements for survival in all animals,
including humans. Clothing and shelter provide necessary protection from
the elements.
Safety needs
In the absence of economic safety – due to economic crisis and lack of work
opportunities – these safety needs manifest themselves in ways such as a
preference for job security, grievance procedures for protecting the individual
from unilateral authority, savings accounts, insurance policies, reasonable
disability accommodations, etc.
Safety and Security needs include:
 Personal security
 Financial security
 Health and well-being
 Safety net against accidents/illness and their adverse impacts
Love and belonging
Deficiencies within this level of Maslow's hierarchy – due
to hospitalism, neglect, shunning, ostracism, etc. – can impact the individual's
ability to form and maintain emotionally significant relationships in general,
such as:
 Friendship
 Intimacy
 Family
Esteem
Maslow states that while he originally thought the needs of humans had strict
guidelines, the "hierarchies are interrelated rather than sharply separated". This
means that esteem and the subsequent levels are not strictly separated; instead,
the levels are closely related.

P a g e | 34
Self-actualization
"What a man can be, he must be.‖ This quotation forms the basis of the
perceived need for self-actualization. This level of need refers to what a person's
full potential is and the realization of that potential. Maslow describes this level
as the desire to accomplish everything that one can, to become the most that one
can be. Individuals may perceive or focus on this need very specifically.
 Herzberg’s two-factor Theory
Frederick Herzberg offers another framework for understanding the motivational
implications of work environments.
In his two‐factor theory, Herzberg identifies two sets of factors that impact
motivation in the workplace:
 Hygiene factors include salary, job security, working conditions,
organizational policies, and technical quality of supervision. Although
these factors do not motivate employees, they can cause dissatisfaction if
they are missing. Something as simple as adding music to the office place
or implementing a no‐smoking policy can make people less dissatisfied
with these aspects of their work. However, these improvements in hygiene
factors do not necessarily increase satisfaction.
 Satisfiers or motivators include such things as responsibility,
achievement, growth opportunities, and feelings of recognition, and are the
key to job satisfaction and motivation. For example, managers can find out

P a g e | 35
what people really do in their jobs and make improvements, thus increasing
job satisfaction and performance.
 Alderfer’s ERG Theory
Clayton Alderfer's ERG (Existence, Relatedness, and Growth) theory is built
upon Maslow's hierarchy of needs theory. To begin his theory, Alderfer
collapses Maslow's five levels of needs into three categories.
 Existence needs are desires for physiological and material well‐being. (In
terms of Maslow's model, existence needs include physiological and safety
needs)
 Relatedness needs are desires for satisfying interpersonal relationships. (In
terms of Maslow's model, relatedness correspondence to social needs)
 Growth needs are desires for continued psychological growth and
development. (In terms of Maslow's model, growth needs include esteem
and self‐realization needs).
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

P a g e | 36
even know where to start. As a guideline, there are broadly seven strategies for
motivation.
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
SWOT (STRENGTH WEAKNESS
OPPORTUNITY & THREATS) ANALYSIS
SWOT analysis is the framework for balancing internal strength and weakness
with external opportunity & threats. Thus SWOT always helps to identify major
issues about resources skill as well as lack of it & emerging business scenario &
competitor.

P a g e | 37
WEAKNESS
1. Low Pricing.
2. Weak brand awareness.
3. Too low net profit
margin.
4. Overdependence on
Wal-Mart.
5. Questionable practices
(using tap water but
labeling it as mountain
spring water).
THREATS
1. Change in consumer
taste.
2. Water scarcity.
3. Decreasing gross profit
margin.
4. Legal requirements to
disclose negative
information on product
labels.
STRENGTH
1. Extensive Distribution
Channel.
2. Successful marketing
and advertising
Campaigns.
3. Proactive and
Progressive.
4. Competency in mergers
and acquisitions.
5. Complementary
Product sales.
OPPORTUNITY
1. Savory snacks
consumption growth.
2. Bottled water
consumption growth.
3. Increasing demand for
healthy food and
beverages.
4. Further expansion
through acquisition.

P a g e | 38
PEST (POLITICAL ECONOMIC SOCIAL &
TECHNOLOGICAL FACTORS) ANALYSIS
Almost every major and minor organization conduct this analysis in order
to ascertain the strategies for the future or to know the market trends and
systematic risk involved.

P a g e | 39
POLITICAL FACTORS ECONOMIC FACTORS
 Competitive pricing.
 PepsiCo trying to get
underdeveloped market.
 Political stability.
 Flexibility.
 Government policies.
 Currency rate.
 Market Campaigns.
 Leisure time.
 PepsiCo rely on trucks for
transportation.
 Fuel price fluctuation in one
of the important aspect.
SOCIAL FACTORS TECHNOLOGICAL FACTORS
 Connects worlds together.
 Associated with festivals.
 Nonalcoholic beverage.
 Change in life style.
 Population on young
consumers.
 Focus on the latest
distribution techniques.
 Awareness on new machine
launching.
 Advance technology
automation, will affect
production efficiency.
 R & D facilities.

P a g e | 40
POTER’S FIVE FORCES ANALYSIS
PepsiCo produces soft-drinks, snack foods and other beverages. Its operations
are conducted through PepsiCo, Frito-lay, and Quaker brands both domestically
and internationally. The competitive analysis of PepsiCo is done using Michael
porter’s Five Force Model.

P a g e | 41
Threat of new entrance:-
Lots of market experience in the same industry.
Good distribution channel.
Need huge investment for: R & D facilities, high tech machinery.
PepsiCo is well established and have Pepsi bottling Group.
PepsiCo have brand equity and loyal customers.
Threat of Substitute:-
Consumer‘s preference is the taste more than the cost.
Not many carbonated drink having the same taste as Pepsi-Cola other than
Coca-Cola.
Loyal customers.
Bargaining power of buyers:-
Not so significant even though low switching cost.
Monetary cost is not the issue.
Consumers‘ preference is the taste.
Convenience of the vending machine.
Bargaining power of supplier:-
Many raw material suppliers like fruit and other ingredients.
PepsiCo partnership with farmers and community group, ensuring quality
supply.
Only problem may rely on bad harvesting season due to climate change.
Another aspect is on fuel oil crisis.
Competitive Rivalry within an Industry:-
Moderate to strong.
PepsiCo is not no.1 Beverage market. PepsiCo still need to compete with
Coca-Cola.
PepsiCo is new in food market. PepsiCo need to compete to big players
like Nestle, ITC and Kraft.

P a g e | 42
Data Analysis and Interpretation
Age of the respondents:
Serial
Number
Age No. of
respondents
Percentage
(%)
1 Below 25 2 16.67
2 25 to 35 6 50
3. 36 to 45 3 25
4. 46 to 55 1 8.33
INFERENCE:
The above table inferred the age of the respondents. 50% of the employees fall
under the age group of 25-35, 25% of the employees fall under the age group of
36-45, 16.67% of employees fall under the age group of 25 and rest 8.33%
employees fall under the age group of 46-55.
0
10
20
30
40
50
60
Below 25 25 to 35 36 to 45 46 to 55
1 2 3 4
Age of the Respondents
No. of respondents Percentage (%)

P a g e | 43
Experience of the respondents:
Serial
Number
Experience No. of
respondents
Percentage
(%)
1 Below 1
year
2 16.67
2 1 to 4 year 3 25
3 5 to 10 year 4 33.33
4 Above 10
years
3 25
INFERENCE:
The above table shows the experience of the respondents. 16.67% of the
employees have attained below 1 year of experience, 25% of the employees have
attained 1-4 years of experience, 33.33% of employees have attained 5-10 years
of experience, and 25% of the employees have attained above 10 years of
experience.
2 3 4 3
16.67
25
33.33
25
Below 1 year 1 to 4 year 5 to 10 year Above 10 years
1 2 3 4
Experience of the Respondents

P a g e | 44
Education of the respondents:
Serial
Number
Education No. of
respondents
Percentage
(%)
1 High School 3 25
2 Bachelor
Degree
7 58.33
3 Master
Degree
2 16.67
INFERENCE:
The above table inferred the education of the respondents. 25% of the
respondents have completed their High School, 58.33% of the respondents have
completed their Bachelor Degree, and 16.67% of the respondents have
completed their Master Degree.
High School Bachelor Degree Master Degree
1 2 3
3
7
2
25
58.33
16.67
Education of the Respondents

P a g e | 45
Employee motivation with regard to increments given
to employees:
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
2 16.67
2 Agree 8 66.67
3 Neither
agree nor
disagree
2 16.67
4 Strongly
disagree
- -
5 Disagree - -
INFERENCE:
The above table shows about the motivation level of the employees regarding the
salary increments given to them. 16.67% of the employees are strongly agree
with it, 66.67% of the employees are strongly agree with it, and 16.67% of them
are neutral means neither agree nor disagree with it.
0
20
40
60
80
Strongly agree Agree Neither agree
nor disagree
Strongly
disagree
Disagree
1 2 3 4 5
Employee motivation with regard to increments
given to employees:

P a g e | 46
Satisfaction with regard to salary drawing at present:
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
Agree
2 16.67
2 Agree 9 75
3 Neither
agree nor
disagree
1 8.33
4 Strongly
disagree
0 0
5 Disagree 0 0
INFERENCE:
The above table shows about the level of satisfaction with regard to salary given
to them. 16.67% of the employees are strongly agree with it, 75% of them are
agree with it, and 8.33% of them are neutral .
Strongly Agree
Agree
Neither agree nor disagree
Strongly disagree
Disagree
12345
2
9
1
0
0
16.67
75
8.33
0
0
Satisfaction with regard to salary drawing at present
Percentage (%) No. of respondents

P a g e | 47
Financial incentives motivates more than non-
financial:
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
Agree
6 50
2 Agree 5 41.67
3 Neither
agree nor
disagree
1 8.33
4 Strongly
disagree
0 0
5 Disagree 0 0
INFERENCE:
The above table shows about the types of incentives that motivate the employees
financial or non-financial. 50% of the employees strongly agree with it, 41.67%
of the employees are agreeing with it, and 8.33% of them are neutral.
50%
42%
8% 0% 0%
Financial incentives motivates more than non-
financial
1 Strongly Agree 2 Agree
3 Neither agree nor disagree 4 Strongly disagree
5 Disagree

P a g e | 48
Opinion of the employees with regard to job security:
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
0 0
2 Agree 1 8.33
3 Neither agree
nor disagree
2 16.67
4 Strongly
disagree
6 50
5 Disagree 3 25
INFERENCE:
The above table shows the opinion of the respondents on job security. 50% of
the employees are strongly disagreeing with it, 25% of them are disagree with it,
16.67% of the employees are neutral, and 8.33% of the employees are agree with
it..
Strongly
agree
Agree
Neither
agree nor
disagree
Strongly
disagree
Disagree
1 2 3
4
5
0 1 2 6
3
0 8.33 16.67
50
25
Opinion of the employees with regard to job
security

P a g e | 49
Good physical working conditions are provided in the
organization:
INFERENCE:
The above table shows the opinion of the Good Physical working conditions are
provided in the organizations. 33.33% employees are strongly agreed with it,
58.33% employees are agreeing with it, and 8.33% employees are neutral.
Strongly
agree
Agree Neither
agree nor
disagree
Strongly
disagree
Disagree
1 2 3 4 5
4 7
1 0 0
33.33
58.33
8.33
0 0
Good physical working conditions are
provided in the organization
Serial
Number
Particulars No. of respondents Percentage (%)
1 Strongly agree 4 33.33
2 Agree 7 58.33
3 Neither agree
nor disagree
1 8.33
4 Strongly
disagree
0 0
5 Disagree 0 0

P a g e | 50
Table showing Visibility with top management:
INFERENCE:
The above table shows the opinion of the employee‘s relationship with the top
manager. 25% of the employees are strongly agreed with it, 58.33% of them are
agreed with it, and 16.67% of the employees are neutral.
0
10
20
30
40
50
60
70
Strongly
agree
Agree Neither
agree
nor
disagree
Strongly
disagree
Disagree
1 2 3 4 5
Visibility with top management
Percentage (%)
No. of respondents
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
3 25
2 Agree 7 58.33
3 Neither agree
nor disagree
2 16.67
4 Strongly
disagree
0 0
5 Disagree 0 0

P a g e | 51
Table showing the job gives good status in the
organization:
INFERENCE:
The above table shows the status the employee gets from the job. 25% of the
employees are strongly agreed with it, 58.33% of them are agreed and 16.67% of
the employees are neutral.
Strongly agree
Agree
Strongly disagree
Disagree
12345
3
7
2
0
0
25
58.33
16.67
0
0
The job gives good status in the organization
Percentage (%) No. of respondents
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
3 25
2 Agree 7 58.33
3 Neither agree
nor disagree
2 16.67
4 Strongly
disagree
0 0
5 Disagree 0 0

P a g e | 52
Satisfaction of the employees with the responsibility
and the role of his work:
INFERENCE:
The above table shows the satisfaction of the employee with the responsibility
and the role of his work. 58.33% of the employees are strongly agreed with it,
33.33% of them are agreed, and 8.33% of the employees are neutral.
59%
33%
8% 0% 0%
1 Strongly agree 2 Agree
5 Disagree
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
7 58.33
2 Agree 4 33.33
3 Neither agree
nor disagree
1 8.33
4 Strongly
disagree
0 0
5 Disagree 0 0

P a g e | 53
Table showing the quality of the relationships in the
informal workgroup:
INFERENCE:
The above table shows the relationship in the informal workgroup. 25% of
the employees are strongly agreed with it, 58.33% employees are agreeing
with it, and 16.67% employees are neutral.
25%
58% 17% 0%0%
0%
The quality of the relationships in the informal
workgroup
1 Strongly agree 2 Agree
5 Disagree
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
3 25
2 Agree 7 58.33
3 Neither agree
nor disagree
2 16.67
4 Strongly
disagree
0 0
5 Disagree 0 0

P a g e | 54
Table showing fair amount of team spirit in the
organization:
INFERENCE:
The above table shows the team spirit in the organization among the employees.
33.33% of the employees agree with it, 16.67% of them are neutral, and 50% of
the employees strongly disagree with it.
0
4
2
6
0
0
33.33
16.67
50
0
Strongly agree
Agree
Strongly disagree
Disagree
12345
Fair amount of team spirit in the
organization
Serial
Number
Particulars No. of
respondents
Percentage
(%)
1 Strongly
agree
0 0
2 Agree 4 33.33
3 Neither agree
nor disagree
2 16.67
4 Strongly
disagree
6 50
5 Disagree 0 0

P a g e | 55
Findings
 The study found that 67% of employee motivation with regard to
increments given to employees.
 About 42% of the employees agree that financial incentives motivate them
than non-financial incentives.
 75% employees are satisfied with salary drawings at present.
 Majority 58% of the employees agree good working conditions are
provided in the organization.
 Majority 50% of the respondents are dissatisfied with the opinion of the
job securities provided.
 Majority 58% of the respondents are strongly satisfied with the
responsibility and role of their work.
 58% of the respondents feels the job gives a good status in the
organization
 Majority 58% of the respondent‘s agreed about the quality of relationship
in informal workgroup.
 Majority of the respondents 50% strongly disagreed about the fair amount
of team spirit in the organization.
 58% of the respondent‘s agreed that they have good relationships with the
top management.

P a g e | 56
Suggestions and
Recommendations
• Present working conditions are appropriate up to an extent but still some
Improvements are required.
• Working environment should be co-operative and friendly.
• Communication gap exists between management and employees sometimes.
So, proper channel of communication should be used.
• While making discussions on matters related to employees, they should be
asked to give their suggestions.
• Performance appraisal procedure should be carried out on regular basis.
• Employees should be aware of the weakness for their betterment.
• Management should introduce new benefits and welfare schemes.
• Training programs should not be on pages but they should be appropriately
carried out.
• Self development and training needs of employees should be fulfilled.
• There should be an effective co-ordination between various departments.
• Employees must be constantly informed of company objectives, policies,
procedures and authority.
• Monthly review meeting must be arranged in order to gain more confidence of
employees.
• Reward and recognition should be given timely.

P a g e | 57
Conclusions
There have been innumerable studies & research projects conducted by many an
organization but it can be easily concluded that no study showed that 100% of
employees in an organization were fully satisfied. It has always been tried to find
out the factors, which motivate the employees most. There has been no
satisfactory answer until today. Various researchers have been undertaken to find
out motivating factors but no generalization could be reached. The human nature
is so complex that it responds unpredictably at different times. The motivators
differ from time to time, place to place and situation to situation and person to
person. The same set of factors may motivate some persons but not at all, the
same factors may motivate the same person at a different time and so on. In my
project ―WINTER INTERNSHIP PROJECT REPORT BASED ON SALES
PERSON MOTIVATION IN PEPSICO.‖ I have studied the following points:
•Designation
•Working environment
•Training & development
•Relationship with colleagues
•Performance appraisal
•Career development
•Recognition
•Communication
•Welfare schemes
•Freedom of taking decisions. Majority of the employees (58%) has satisfied
with the working conditions and has average level of satisfaction towards
designation and the authority and responsibility given to them. They found that
working environment is co-operative and friendly having cordial relation with
the colleagues. The study shows that the employees are not satisfied by the self-
development and training and growth opportunities prevailed in the company.
Some of the employees found that they are sometimes or rarely involved in

P a g e | 58
taking decisions or in informal discussions. They are unsatisfied with the
promotion and reward scheme and also unsatisfied with the performance
appraisal procedure. They found that the higher level is little aware of the
problems of the lower level. So, at the end, it can be concluded that though there
are some employees who are not satisfied with the working conditions but
majority of the employees is fairly satisfied with the work culture at the
PEPSICO LTD. Therefore, management should introduce new techniques and
welfare schemes to motivate the employees.

P a g e | 59
Questionnaire
1. Name
-----------------------------------------------------------------
2. Age:
___ Less than 25 ___ 25 – 35 ___ 36 – 45 ___46 – 55 ___ More than 55
3. What is your highest level of education?
___ High School (O-level/A-level) ___ Diploma
___ Bachelor‘s Degree ___ Master‘s Degree
4. What is your position level?
___ Operative Employee ___ Supervisor ___ Manager
5. How long have you worked at your organization?
___ Less than 1 year ___ 1 - 3+ years ___ 4 - 6+ years
___ 7 - 9+ years ___ More than 10 years
6. What is your salary?
--------------------------------------------------------------------
7. Do you get your salary in proper time? ----Yes ----No
8. Are you satisfied with this salary regarding your responsibility? ---Yes ---No
9. What are the positive sides of your company?
--------------------------------------------------------------------------
10. What are the negative sides of your company?
--------------------------------------------------------------------------
11. What is your target you want to accomplish in this company?
--------------------------------------------------------------------------
12. How many times you full fill your target?
--------------------------------------------------------------------------
13. What are the disadvantages/problems you face on the way of your target
fulfillment?
--------------------------------------------------------------------------
14. What is the first word that comes to mind when you think about ‗incentive‘?
-------------------------------------------------------------------------------------------------

P a g e | 60
15. How did you get to know about the PepsiCo?
 Newspaper Advertisement
 Referral from a friend
 Casual walking
16. Is this your first time using the Marketing Service?
-------------------------------------------------------------------------------------------------
17. The quantum of your target is-
 Below expectations
 Above expectations
18. Overall, how satisfied are you with this marketing job in this Company?
 Satisfied
 Extremely Satisfied
 Extremely Dissatisfied
19. On a scale of 1 to 6, with 1 being the lowest and 6 being the highest level,
please rate your company.
-------------------------------------------------------------------------------------------------
20. How important are incentives in V. Unimportant 1 2 3 4 5 V. Important
Influencing your willingness to
Exert more effort in your job?
Directions: Please indicate how strongly you agree or disagree with the
statements.
 Money motivates me to exert --- Strongly disagree 1 2 3 4 5 Strongly agree
more effort in my work.
 Job security motivates me to --- Strongly disagree 1 2 3 4 5 Strongly agree
higher performance.
 A positive working environment---Strongly disagree 1 2 3 4 5 Strongly agree
important for me to perform
well on my job.
 Attractive benefit packages will---Strongly disagree 1 2 3 4 5 Strongly agree
boost my motivation to work
hard.
 I believe having an effective ---Strongly disagree 1 2 3 4 5 Strongly agree
Internal communication channels
what it takes to bring about a
motivated workforce.
 A good relationship with whom ---Strongly disagree 1 2 3 4 5 Strongly agree
I work is a motivating factor.

P a g e | 61
 Skills training provide me the ---Strongly disagree 1 2 3 4 5 Strongly agree
confidence to put more effort to
perform better in my job.
 Gaining respect from others ---- Strongly disagree 1 2 3 4 5 Strongly agree
motivates me to do well.
 I am motivated by interesting ---- Strongly disagree 1 2 3 4 5 Strongly agree
work.
 More responsibility motivates ---Strongly disagree 1 2 3 4 5 Strongly agree
me to higher performance.
 Cash bonus --- Strongly disagree 1 2 3 4 5 Strongly agree
 An award, certificate, or plaque ---Strongly disagree 1 2 3 4 5 Strongly agree
to recognize my achievements.
 Flexible working hours --- Strongly disagree 1 2 3 4 5 Strongly agree
 Friendly social gesture
(Smiles, pat on the back,
greetings etc.) --- Strongly disagree 1 2 3 4 5 Strongly agree

P a g e | 62
Bibliography
Books:
 Sales and Distribution Management, Tapan K. Panda, Sunil Sahadev.
 Human Resources Management, K. Ashwathappa.
 Human Resources Management, V.S.P. Rao from Excel New Publication,
New Delhi.
 Marketing Management, S.A. Sherlekar.
Websites:
 www.google.com
 www.humanresources.hrvinet.com
 www.scribd.com
 www.wikipedia.com
 www.igp-group.com

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