Chapter- 2
OBJECTIVES, SIGNIFICANCE AND LIMITATIONS OF THE STUDY
In the organizational setting the word “Motivation” is used to describe the drive
that impels an individual to work. A truly motivated person is one who “wants”
to work. Both employees and employers are interested in understanding
motivation. If employees know what strengthens and what weakens their
motivation, they can often perform their jobs more effectively to find more
satisfaction in their job. Employers want to know what motivates their
employees so that they can get them to perform better.
Employee motivation is one of the major issues faced by every organization. It
is the major task of every manager to motivate his subordinates or to create the
‘will to work’ among the subordinates. It should also be remembered that a
worker may be immensely capable of doing some work; nothing can be
achieved if he is not willing to work. A manager has to make appropriate use of
motivation to enthuse the employees to follow them.
The necessity to motivate the employees is inherent in the primary objective of
any organization for increasing profit. It is an established fact that satisfied and
highly motivated employees contribute their best in the workplace. Thereby,
maximizing the profits for an organization. There are many ways to motivate
the employees in their workplace. Apart from deploying financial and physical
resources, every organization must utilize its human resources effectively.
Motivation enables an organization to do so. Employees must be attracted to
remain in an organization. They must perform the tasks for which they have
been hired and must do so in a dependable manner. They must go beyond this
dependable role performance and engage in some form of creative, spontaneous,
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and innovative behavior at work. So for all these motivation is required.
Motivation can be achieved extrinsically by monetary incentives, or through
punishments and intrinsically through non-monetary incentives.
Hospital sector
Thus, through this study an attempt has been made to study the factors which
will motivate the employees and the organizational functions by non-financial
incentive for motivation in the hospital sector.
SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees through non-
financial means in the organization. A good motivational program procedure is
essential to achieve goals of the organization. If efficient motivational
programmes of employees are made not only in this particular sector but also in
any other sector; organizations can achieve the efficiency and can also develop
a good organizational culture.
Motivation has variety of effects. These effects may be seen in the context of an
individual’s physical and mental health, productivity, absenteeism and turnover.
Employee delight has to be managed in more than one way. This helps in
retaining and nurturing the true believers “who can deliver value to the
organization. Proliferating and nurturing the number of “true believers” is
the challenge for future and present HR managers.
This means innovation and creativity. It also means a change in the gear for HR
policies and practices. The faster the organizations nurture their employees, the
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more successful they will be. The challenge before HR managers today is to
delight their employees and nurture their creativity to keep them a bloom.
This study helps the researcher to realize the importance of effective employee
motivation. This research study examines types and levels of employee
motivational programmes and also discusses management ideas that can be
utilized to innovate employee motivation. It helps to provide insights to support
future research regarding strategic guidance for organizations that are both
providing and using reward/recognition programs.
OBJECTIVES OF THE STUDY
The objectives of the study include the following:
Primary objective
1. To study the important factors which are needed to motivate the employees.
Secondary Objective.
1. To study the effect of non-monetary benefits provided by the organization on the
employee’s performance.
2. To study the effect of job promotions on employees.
3. To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization.
4. To provide practical suggestion for the improvement of organization’s performance.
LIMITATIONS OF THE STUDY
The limitations of the study are the following
The data was collected through questionnaire. The response from the respondents may
not be accurate.
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The sample taken for the study was only 50 and the results drawn may not be
accurate.
Since the organization has strict control, it acts as another barrier for getting data.
Another difficulty was very limited time-span of the project.
Lack of experience of Researcher.
