NITISHA KOTHARI 08
Prof. D. Cabral
PROJECT QUESTIONNAIRE AND FINDINGS
This project report could not have been prepared without the help and encouragement from various people. Hence, for the same reason I would like to thank my Professor D. Cabral for his guidance and useful suggestions, which helped me in completing the project work, in time. I would also like to thank Mr. Samir Ansari, back office operation manager for his permission to carry out the project analysis on this firm. His constant support and valuable assistance have helped me create a project report with the necessary and accurate details. I would also like to thank my dad to make me meet the manager Also I want to extend my gratitude to the employees who took out time and answered the questionnaire for this study.
Job enrichment means a vertical expansion of a job. It is different from job enlargement. Job enlargement means a horizontal expansion of a job. Job enrichment makes the job more meaningful, enjoyable and satisfying. It gives the workers more autonomy for planning and controlling the job. It also gives the workers more responsibility. Job enrichment gives the workers opportunities for achievement, recognition, advancement and growth. So, the workers are motivated to work harder. Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job, while job enlargement is 'horizontal loading'. An enriched job should ideally contain: A range of tasks and challenges of varying difficulties (Physical or Mental) A complete unit of work - a meaningful task
Feedback, encouragement and communication
The Housing Development Finance Corporation Limited (HDFC) was amongst the first to receive an ‘in principle’ approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of RBI’s liberalisation of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of ‘HDFC Bank Limited’, with its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995. Business focus
HDFC Bank’s mission is to be a World Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services for target retail and wholesale customer segments, and to achieve healthy growth in profitability, consistent with the bank’s risk appetite. The bank is committed to maintain the highest level of ethical standards, professional integrity, corporate governance and regulatory compliance. HDFC Bank’s business philosophy is based on four core values: Operational Excellence, Customer Focus, Product Leadership and People.
The objective of the study made is to understand how does techniques such as job enrichment motivate or de-motivate employees to work. And is this technique appropriate for a company to apply (in my case HDFC).
A sample size of 15 employees from HDFC banks is used to do the research with a help of small questionnaire, which was duly filled in by them according to their prospectus. Data analysis is done with the help of graphs and charts.
PROJECT QUESTIONNAIRE AND FINDINGS
1. If your job is redesigned in terms...
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