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2. UNDER THE GUIDANCE OF
Mr. S.T. ANAND, M.B.A., M.phil., (Ph.D.)
ASSOCIATE PROFESSOR
Dept. of Management and Studies,
UDAYA SCHOOL OF ENGINEERING
UDAYA NAGAR, VELLAMODI
PRESENTED BY,
R. MILTON J ROSE
Reg.No. 962617631034
Dept. of Management and Studies,
UDAYA SCHOOL OF ENGINEERING
UDAYA NAGAR, VELLAMODI

3. ABSTRACT
 The general objective of the research was to study the impact of
rewards and recognition on employee motivation. And the specific
objectives were to identify the most effective means of rewards and
recognition, to study the behavioral differences between appreciated
and non-appreciated employees.
 To understand the extent to which motivation enhances employee’s
performance, to identify if the motivation has an effect on individual
and organizational growth and to study if rewards and recognition
results in emotional conflicts between employees.
 The descriptive research design was adopted for this study. Various
employees from the companies were the respondents.

4.  Hence, if rewards and recognition offered to employees were to be
altered, then there would be a corresponding change in work
motivation and satisfaction.
 The direct translation of this could be that the better the rewards and
recognition, the higher the levels of motivation and satisfaction, and
possibly therefore, the greater the levels of performance and
productivity
 To get optimum results from a motivational strategy, the manager has
to realize and understand issues, which requires recognition of each
individual’s unique values, beliefs and practices.

5. INTRODUCTION
 In a competitive business climate, more business owners are looking at
improvements in quality while reducing costs. Meanwhile, a strong
economy has resulted in a tight job market.
 So while small businesses need to get more from their employees, their
employees are looking for more out of them.
 Employee reward and recognition programs are one method of
motivating employees to change work habits and key behaviors to
benefit a small business.
 Employee reward systems refer to programs set up by a company to
reward performance and motivate employees on individual and/or group

6. Company Profile
 Madavammal Coir industry is a performance oriented and customer
centric organization, found to Provide impeccable coir products and also
produces a comprehensive assortment of Coconut Products, made from
supreme quality coconut.
 They offer unbeatable quality of Coir Fiber, Pith and Curled Coir Rope.
They are supported by an experienced team and well equipped
manufacturing plant, which has enabled us to stand as one of the leading
Coir Fiber Manufacturers & Suppliers.
 The coconuts they use for the production of various Coconut Products
are processed by using latest technology, which not only enhances the
production capacity but also provides Excellent Quality to our Products.

7. Organizational Chart
PROPREITOR
MANAGER
WORKSHOP
DEPARTMENT
ACCOUNTS
DEPARTMENT
SALES
DEPARTMENT
Accountant Supervisor
SALES
MANAGER
Worker

8. REVIEW OF LITERATURE
Khawaja Jehanzeb ‘This study aims to examine the impacts
of rewards and motivation using perceived amount of rewards on
job satisfaction in both public and private banks of Saudi Arabia.
Results indicate that (1) rewards have positive significance on
motivation, (2) motivation is positively related to the job
satisfaction (3) rewards have a positive significant effect on job
satisfaction. The results are inconsistent with previous studies
conducted to analyse the relationship of rewards, motivation and
job satisfaction in different contexts.

9. Peter Agyekum Boateng, The main aim of the study was to
examine the impact of reward and recognition on job satisfaction and
motivation. To identify academic staff’ and administrators’ perceptions
about reward and recognition and to explain challenges of reward
implementation in private tertiary institutions. The study observed that
rewards had a positive impact on work motivation but no significant
relationship existed between reward and job satisfaction. Again, both
academic staff and university administrators perceived rewards as fair.
Challenges facing private tertiary were the lack of funds, pressure from
unions and other interest groups, existence of many qualified people for
rewards at a particular time coupled with academic staff emphasizing
direct monetary rewards.

10. SCOPE 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 program 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.

11. OBJECTIVES OF THE STUDY
 To assess the relationship between reward and work
motivation and job satisfaction.
 To identify academic staffs’ and administrators’ perceptions
about reward and recognition.
 To find out challenges private tertiary institutions encounter in
rewarding and recognizing employees.

12. DATAANALYSIS AND INTERPRETATION
1. LEVEL OF AGREEABILITY ON EMPLOYEES BELIEVES THAT THE
REWARD HAVE A POSITIVE EFFECT ON PERFORMANCE
Options No. of Employee response %
Strongly agree 26 52
Agree 9 18
Uncertain 13 26
Disagree 1 2
Strongly disagree 1 2
Total 50 100
52%
18%
26%
2% 2%

13. 2. LEVEL OFAGREEABILITY OF THE EMPLOYEES ABOUT THE
NEED FOR THE IMPROVEMENT ON REWARD AND RECOGNITION
SYSTEM.
Options No. of Employee response %
Strongly agree 32 64
Agree 15 30
Uncertain 1 2
Disagree 1 2
Strongly disagree 1 2
Total 50 100
64%
30%
2% 2% 2%

14. 3. LEVEL OFAGREEABILITY OF THE EMPLOYEE ON BEING
MOTIVATED IN THE ORGANIZATION
Options No. of Employee response %
Strongly agree 28 56
Agree 19 38
Uncertain 0 0
Disagree 3 6
Strongly disagree 0 0
Total 50 100
56%
38%
0%
6%
0%

15. 4. LEVEL OFAGREEABILITY OF THE EMPLOYEE THAT THEY
FEEL POSITIVE COMMITMENT AND LOYALTY.
Options No. of Employee response %
Strongly agree 42 84
Agree 6 12
Uncertain 1 2
Disagree 1 2
Strongly disagree 0 0
Total 50 100
84%
12%
2% 2% 0%

16. 5. SHOULD LABOUR PRODUCTIVITY BE THE PRIMARY
OBJECTIVE WHILE DESIGNING REWARDS AND RECOGNITION
PROGRAMMES IN YOUR ORGANIZATION
Options No. of Employee response %
Strongly agree 26 52
Agree 9 18
Uncertain 12 24
Disagree 2 4
Strongly disagree 1 2
Total 50 100
52%
18%
24%
4% 2%

17. FINDINGS
 Majority of the respondent, about54% belongs to the category of
31years to40 years.
 It is found that 76% of the respondents are male.
 It is found that 80% of the respondents are under the income level
10500-20000.
 98% of the respondents are come to know about the Madavammal
Coir Industry from their friends.
 98% of the respondents are satisfied the dealer communication .
 50% of the respondents are highly satisfied the staffs responsiveness
towards Madavammal Coir Industry

18.  54% of the respondents are highly satisfied the satisfaction level
 54% of the respondents are highly satisfied towards the behaviours
of service executives.
 54% of the respondents are highly satisfied with the financial
facilities provided by the Madavammal Coir Industry.
 86% of the respondents are highly satisfied the additional benefits
provided by the Madavammal Coir Industry.
 50% of the respondents are satisfied with the overall experience
among Madavammal Coir Industry.
 66% of the respondents are highly satisfied the level of loyalty
towards Madavammal Coir Industry.

19. SUGGESTION
 In the madavammal coir industry employees feel that the salary
structure is very good but give amount is not satisfactory. 55%of the
employees are satisfied by their salary and increment, financial reward.
as it is very low rate
 The higher number of employees (85%) has given strongly agree. It
means in madavammal coir industry the belongingness employees are
very good. They have a good relationship with everyone.
 65% of employees are satisfied with recognition programs and
performance appraisal system. But 35%of the employee is still feeling
that the performance appraisal system and recognition programmer are
not proper.

20. CONCLUSION
By this study it is clear that various faction which influences
motivation and productivity of the employees each as Social Security
measures, welfare facilities, salary status, Bonus, heath condition, shift
system and recognition of work are getting much importance. Several
approaches to motivation are available. To conclude employee
motivation plays very important role in every organization. Good
employee motivation helps to success of the organization. Unless an
employee has poor motivation if always a possibility of employee
disharmony and also affect some thrumming of the organization. From
the financial and nonfinancial reward system make motivation in
complete picture. Form this they learn that how they applied the
concept of motivation for the progressive result of company

21. THANK YOU