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A Study On Employee Motivation
A Study On Employee Motivation
Submitted by
P.GUNASREE
Faculty
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ALLURI INSTITUTE OF MANAGEMENT SCIENCES
CERTIFICATE
I hereby certify that the work which is being presented in the MBA Major project Report entitled
for the award of the Master of business administration submitted to the Alluri Institute of
PORANDLA GUNASREE ( 17087C1016 ) during the academic year 2017-2018 under the
MR.CH.SUDHEER
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Declaration
Date:
(GUNASREE PORANDLA)
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Acknowledgement
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I pray my sincere heartful devoted thanks to the ALMIGHTY who enabled me to
accomplish this dissertation work his gracious blessings and providing mental,
physical and emotional strength.
This work was carried out at Alluri Institute Of Management Sciences, Hunter
road, hanamkonda, Warangal, during the year 2016-2017. I am indebted for the
same.
At the heart of every event lie causes, reason and a motivating force or an
inspiration. To a student in whatever walk of life he may be, this inspiration is
always there through a guide a mentor. With a deep sense of gratitude and the
respect, I thank my esteemed guide Mr. Ch. Sudheer, faculty and placement
officer of Alluri institute of Management sciences, Hunter road, Hanamkonda, for
his inestimable guidance, valuable suggestions and constant encouragement during
the course of this study. It is reverence that I acknowledge my indebtness to him
and his outstanding dedication often far beyond the call of duty. I consider myself
extremely fortunate to have a chance to work under his guidance.
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in inculcating essential qualities that inspired me to take up research work and
enabled me to take up with the analytical and technical aspects.
I would like to thank my teachers Mr. Srinivas, Mr. prakash for their valuable
suggestions and directions.
I bow down with reverence and offer my heartfelt thanks to my father, P. Shankar
& my mother, P. Jayalakshmi, my brother, my sister for their moral support,
encouragement and patience absolutely needed to complete my entire study. It was
the blessing of them that gave me courage to face challenges and made my path
easier.
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List of contents
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CHAPTER PARTICULARS PAGE
NUMBER NO.
1. INTRODUCTION
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3.4 Conclusion
4. APPENDICES
4.1 Questionnaire
4.2 References
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Introduction
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Introduction
1.1 Introduction to the study
An issue which usually generates a great deal of attention from most managers,
administrators and those involved in human resources management is the issue of
how to successfully motivate employee. While it is true that like staff recruitment,
controlling, managing, leading, and many more are of great importance to the
success of an organization, Employee motivation is generally considered a core
element in running a successful business.
The concept of motivation implies that people choose the path of action the follow.
When behavioral scientists use the word motivation, they think of its something
steaming from with the person technically, the team motivation has its origin in the
Latin word mover which means to move. Thus the word motivation stands for
movement. If a manager truly understands his subordinates motivation, he can
channel their inner state towards command goals, i.e., goals, shared by both the
individual and the organization.
It is a well known fact that human beings have great potential but they do not us it
fully, when motivation is absent. Motivation factor are those which make people
give more than a fair days work and that is usually only about 65% of a persons
capacity. Obviously, every manager should be releasing 100% of an individual to
maximize performance for achieving organizational goals and at the same to
enable the individual to develop his potential and gain satisfaction. Thus every
manager should have both interest and concern about hoe to enable people to
perform task willingly and to the best of their ability.
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At one time, employees were considered just another input into the production of
goods and services. What perhaps changed this way of thinking about employees
was research, referred to as the Hawthrone studies, conducted by Elton mayo from
1924 to 1932. This study found employees are not motivated solely by money and
employee behavior is linked to their attitudes.
Definition
1.1.2 Definition of Motivation
The only way to get people to like working hard is to motivate them.
Today, people must understand why they are working hard. Every
individual in an organization is motivated by something different.
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Psychological forces that determine the direction of a persons behavior in
an organization a persons level of effort and persons level of persistence.
G. Jones and J. George from the book of contemporary management.
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its crucial that the managers and supervisors know what they want from
their employees. These preferences should be worded in terms of goals of
the organization. Identifying the goals for the organization is usually done
during strategic planning. Whatever steps you take to support motivation of
your employees ensure that employees have strong input to identifying their
goals are aligned with goals of the organization.
3. Key to supporting the motivation of your employees understands what
motivates each of them each person is motivated by different things.
Whatever you take to support the motivation of your employees, they should
first include first include finding out what it is that really motivates each of
your employees. You can find this out by asking them, listening to them and
observing to them.
4. Recognize that supporting employee motivation is a process, not at ask
organization change all the time, as do people. Indeed it is an outgoing
process to sustain an environment where each employee can strongly
motivate themselves. If look at sustaining employee motivation as an
outgoing process, then youll be much more fulfilled and motivated yourself.
5. Support employee motivation by using organizational systems dont just
count on good intentions, dont just count on cultivating strong interpersonal
relationships with employees to help and motivate them. The nature of these
relationships can change greatly, for example, during times of stress. Instead
use reliable and comprehensive in the workplace to help motivate
employees.
For example:
Establish compensation systems, employee performance systems,
organizational policies and procedures etc., to support employee motivation.
Also establishing various systems and structures helps ensure clear
understanding and equitable treatment of employees.
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1.1.3 Importance of motivation
Motivation is a very important for an organization because of the following
benefits it provides:-
Increase in productivity.
Reducing cost of operations, and
Improving overall efficiency.
The goals of an enterprise can be achieved only when the following factors take
place:-
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Builds friendly relationships
Motivation is an important factor which brings employees satisfaction.
This can be done by keeping into mind and framing an incentive plan for
the benefit of the employees. This could initiate the following things:
Monetary and non-monetary incentives,
Promotion opportunities for employees,
Disincentives for inefficient employees
In order to build a cordial friendly atmosphere in a concern, the above steps should
be taken by manager. This would help in:
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1.1.4 What motivates employees?
Every person has a different reason for going to work. These reasons are as
individual as whichever person you may ask. But all of the reasons for working
share a common thread. We all obtain something from work we need.There is
much discussion about the value of extrinsic motivation (monetary and other
material rewards) versus intrinsic motivation where people are driven by whats
inside them, not by the trappings of success.Whereas, I recognize how critical
extrinsic motivation is we all need to be rewarded fairly for the job that we do in
my experience the most effective factors relating to the employee motivation are
related to intrinsic motivation.
Purpose: Today people care more about what happens tomorrow, and want to
contribute to ensuring the future of our children, and the health of our communities
and planet.
Trust: The fabric that holds it all together and makes it real.
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Framework of motivation
The framework comprises six steps
1. Motivational process begins with the individuals needs. Needs are felt
deprivations which the individual experiences at a given time and act as
energizers. These needs may be psychological, physiological or social.
2. Motivation is goal directed.
3. A goal is a specific result that the individual wants to achieve. An
employees goal are often driving forces and accomplishing those goals can
significantly reduce needs.
4. Promotions and raises are two of the ways that organizations seek to
maintain desirable behavior. They are signals to employees that their needs
for advancement and recognition and their behaviors are appropriate.
5. Once the employee have received either rewards or punishments.
6. They reassess their needs.
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Why do we need motivated employees?
The answer is survival. Motivated employees are needed in our rapidly changing
workplaces. Motivated employees help organizations survive. Motivated
employees help organizations survive. Motivated employees are more productive.
To be effective, managers need to understand what motivates within the context of
the roles they perform. Of all the functions a manager performs, motivating
employees is arguably the most complex. This is due, in part, to the fact that what
motivates employees changes constantly.
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1.1.5 Types of motivation
There are many types of motivation
Why do people do what they do? Why do we go on every day, living our lives and
trying to find justification for our existence? Some people think that they can finds
purpose in the things that motivate them. Others just see the motivation and react
automatically.
There is one thing that motivates people to perform certain action. People are
different, so it follows that their motivators have to be different. Here are some
types of motivation:
Achievement
This is the motivation o 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 persons 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.
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 with in a group
structure. The idea of being accepted among a group of people is their
motivation for doing certain things.
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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,
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.
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 companies as working hand-in- hand with incentive
motivation. Workers are often feel with a reward and punishment
systems, where in they are given incentive if they accomplish a certain
goal, but they are given punishments when they disobey certain policies.
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.
Natural motivation
Motivation is the most common type of motivation and happens the most
often. It is the motivation people get when naturally motivated.
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1.1.6 Factors for lack of motivation in the workplace
A drop in staff motivation can become contagious if the cause is not identified and
addressed. Management needs to be conscious of employee motivation and that
means being able to identify the factors that cause a lack of motivation in the
workplace. Become familiar with the factors that can degrade staff motivation and
design plans to combat these productivity killers.
Rumors
The important thing to remember about rumors is that they are always wrong.
Some rumors have basis in fact, but that does not make them good for employee
morale. An employee that hears a rumor that she may be laid off experiences an
instant drop in motivation. To deal with the problem of rumors in the workplace, it
is important for management to share important information with the staff in a
timely manner. This helps employees to feel confident that management will
address rumors and encourages staff members to wait on information from the
company before acting on a rumor.
Employees are motivated to succeed at jobs for which they feel prepared and
properly trained. Before moving an employee into a position of greater
responsibility or before allowing any changes to an employees job duties, be
certain that employee has had the training needed to get started. Putting an
employee in a position where she feels she has inadequate job skills will erode the
employees confidence and stifle any motivation to succeed.
Goal flaws
Employees are not motivated by the nation that their hard work will make
company owners and executives rich, the more internalized a companys goals
sound, the less motivated employees are to fulfill those goals. The company needs
to focus on the customer and give employees a chance to feel as th ough it has
done something substantial to help the customer.
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