CHAPTER 1
1.1 INTRODUCTION
The efficiency of a person depends on two factors, firstly, the level of ability to do a
certain work, secondly, the willingness to do the work. So for as the first factor is
concerned it can be acquired by education and training, but the second factor can be
created by motivation. A person may have several needs and desires. It is only strongly
felt needs which becomes motives.
Thus motives are a product of needs and desires motives are many and keep on changing
with time motives are invisible and directed towards certain goals.
Motivation means that process which creates on inspiration in a person to motivation is
derived from the word ‘motive’ which means the latest power in a person which impels
him to do a work.
Motivation is the process of steering a person’s inner drives and actions towards certain
goals and committing his energies to achieve these goals. It involve a chain reaction
starting with felt needs, resulting in motives which give rise to tension which census action
towards goals. It is the process of stimulating people to strive willingly towards the
achievement of organizational goals motivation may be defined as the work a manager
performs an order to Induce Subordinates to act on the desired manner by satisfying their
needs and desires.
Thus motivations is concerned with how behaviour gets started, is energized, sustained
and directed. Motivation results from the interaction of both conscious and unconscious
factors such as the intensity of desire or need, incentive or reward value of the goal, and
expectations of the individual and of his or her peers. These factors are the reasons one has
for behaving a certain way.
An example is a student that spends extra time studying for a test because he or she wants
a better grade in the class. Internal and external factors that stimulate desire and energy in
people to be continually interested and committed to a job, role or subject, or to make an
effort to attain a goal. Most employees need motivation to feel good about their jobs and
perform optimally.
Some employees are money motivated while others find recognition and rewards
personally motivating.
Motivation levels within the workplace have a direct impact on employee productivity.
Workers who are motivated and excited about their jobs carry out their responsibilities to
the best of their ability and production numbers increase as a result. An incentive is a
motivating influence that is designed to drive behaviour and motivate employees to be
produce quality work. Employers use several types of incentives to increase production
numbers. Employee incentives come in a variety of forms including paid time off,
bonuses, cash and travel perks. Incentives drive employee motivation because they offer
workers more to strive for than a regular pay check.
Many employees need recognition from their employers to produce quality work.
Recognition and employee reward systems identify employees who perform their jobs
well. Acknowledging a job well done makes employees feel good and encourages them to
do good things. Employers recognize workers by tracking progress and providing
feedback about how they have improved over time. Public recognition is also a motivating
factor that drives worker productivity.
1.2 Definitions of Motivation by Authors
1. Michael Jucious, ‘motivation is the act of stimulating someone or oneself to get a
desired course of action, to push the right button to get a desired reaction’.
2. S. Zedeek and M. Blood define, ‘Motivation is a predisposition to act in a specific goal-
directed way’.
3. According to Dalton E. McFarland—” Motivation refers to the way in which urges,
drives, desires, aspirations, strivings or needs direct, control or explain the behaviour of
human beings.”
4. Robert Dubin has defined—” Motivation as something that moves the person to action
and continues him in the course of action already initiated.”
5. Koontz and O’Donnell are of the view that “Motivation is a general term applying to the
entire class of drives, desires, needs, wishes and similar forces that induce an individual or
a group of people to work.”
1.3 Importance of the Motivation
1. Greater efficiency:
Motivation enhances the efficiency of the employees and of organization. When
employees are motivated, they can perform with commitment and dedication.
2. Reduction in absenteeism and labour turnover:
Motivated employees may not remain absent or leave the organization. They develop a
sense of belonging towards the organization and thus improve their overall performance.
3. Team spirit:
Motivation improves team spirit of employees, and this improves the work environment
and the overall performance of the employee and the organization.
4. Reduction in wastages and breakages:
Motivated employees take great care in handling machines and other resources. This will
reduce wastages and breakages, thus resulting in higher benefits to the organization.
5. Cordial relations:
Motivation enables cordial and healthy relationship in the organization. Motivation helps
reduce labour grievances and disputes. It ensures sound relations between the management
and the labour. It improves the overall efficiency of the organization.
6. Promotion of innovation:
Motivated employees use their initiative to find out innovative ways in the performance of
their operations. Such employees are more creative and help the organization to gain the
competitive advantage.
7. Optimum use of resources:
Motivation leads to greater employee involvement and lesser wastages. This leads to
optimum utilization of resources.
1.4 Characteristics/Features of Motivation:
1. Interaction between the individual and the situation:
Motivation is not a personal trait but an interaction between the individual
and the situation.
2. Goal-directed behaviour:
Motivation leads to an action that is goal oriented. Motivation leads to accomplishment of
organizational goals and satisfaction of personal needs.
3. Systems oriented:
Motivation is influenced by two forces:
a) Internal forces:
These forces are internal to the individual, i.e., their needs, wants and nature.
b) External forces:.
These forces are external to the individual, which may be organizational related such as
management philosophy, organizational structure, and superior-subordinate
relationship, and also the forces found in the external environment such as culture,
customs, religion and values.
1.5 Need of the Motivation
1. Motivation helps to improve performance levels of employees as well as the
organisation. Since proper motivation satisfies the need employees. They in turn devote
all their energies for optimum performance in their work. A satisfied employee can
always turnout expected performance. Good motivation in the organisation helps to
achieve higher levels of performance as motivated employees contribute their
maximum efforts for organisational goals.
2. Motivation helps to change negative or indifferent attitudes of employee to positive
attitudes so as to achieve organisational goals. For example, a worker may have
indifferent or negative attitude towards his work, if he is not rewarded properly. If
suitable rewards are given and supervisor given positive envisagement and praise for
the good word done the worker may slowly develop positive attitude towards the work.
3. Motivation helps to reduce employee turnover and therefore saves the cost of new
recruitment and training. The main reason for high rate of employee turnover is lack of
motivation. If mangers identify motivational needs of employees and provide suitable
incentives, employees may not think of leaving the organisation.
CHAPTER 2
2.1. Review Of Litrature
Rensis Likerthas called motivation as the core of management. Motivation is the core of
management. Motivation is an effective instrument in the hands of the management in
inspiring the work force. It is the major task of every manager to motivate his subordinate
or to create the will to work among the subordinates .It should also be remembered that the
worker may be immensely capable of doing some work, nothing can be achieved if he is
not willing to work .creation of a will to work is motivation in simple but true sense of
tern. Motivation is an important function which very manager performs for actuating the
people to work for accomplishment of objectives of the organization. Issuance of well-
conceived instructions and orders does not mean that they will be followed. A manager
has to make appropriate use of motivation to enthuse the employees to follow them.
Effective motivation succeeds not only in having an order accepted but also in gaining a
determination to see that it is executed efficiently and effectively. In order to motivate
workers to work for the organizational goals, the managers must determine the motives or
needs of the workers and provide an environment in which appropriate incentives are
available for their satisfaction .If the management is successful in doing so; it will also be
successful in increasing the willingness of the workers to work, This will increase
efficiency and effectiveness of the organization .There will be better unlization of
resources and workers abilities and capacities. Job satisfaction is a fulfilling or optimistic
expression consequential of the consideration of one’s activity (Azash et al, 2011).
Organizations today have realized the importance of motivated and satisfied employees as
important contributors towards long term objectives. It has made organizations to cater to
the expectations and needs of the employees and could expect the similar response.
Motivation also positively influences performance at individual and group level ultimately
affecting the organizational performance (Risambessy et al 2012).
It has been long thought that learning new things and competency development
opportunities raises the morale and satisfaction of the employees but it is also realized that
the significant effect on the motivation and job satisfaction is created by goal achievement
(Lather and Jain, 2005).
Also the managers and the supervisors support towards encouraging employee
participation, mutual commitment, and understanding of the diversity issues play a
significant role in motivating and enabling performance (Snyder et al, 2004).
The prerogative lies with the organization management, in order to extract performance
should create an alignment between the organizational and employee goals and objective.
It is the organizational behavior represented by the organizational senior management
which effects the level motivation and satisfaction through its beliefs, principle and
underlying values which are closely followed by organization (Roos, Van Eeden, 2008).
Organizations core potential lies in its motivated and satisfied employees who consistently
contribute towards organization goals and objective. Effective HRM system could be a
great deal of assistance in keeping employee morale high (Kumar and Garg, 2011).
It is not possible for any division to solely motivate and satisfy employees without support
of the senior management active participation and interest (K R. Solanki, 2013Elizabeth
Boye et al (2016) focussed on the risk factors associated with the mining industry,
management has to ensure that employees are well motivated to curb the rate at which
employees embark on industrial unrest which affect performance, and employees are to
comply with health and safety rules because the industry contribute hugely to the Gross
Domestic Product (GDP) of the country.
CHAPTER 3
RESEARCH METHODOLOGY
3.1 RESEARCH METHODOLOGY
Research methodology is mainly needed for the purpose of framing the research process
and the designs and tools that are to be used for the project purpose. Research
methodology helps to find the customer satisfaction based on product. This time research
methodology is framed for the purpose of finding the level of “A STUDY ON
EMPLOYEE MOTIVATION”
3.2. STRUCTURE OF QUESTIONNAIRE
Questionnaire was divided into two sections. First part was designed to know the general
information about customers and the second part contained the respondent ‘s opinions
about employees
3.3 SOURCES OF DATA
PRIMARY DATA: Are collected by the investigator conducting the research.
SECONDARY DATA: Is collected from various articles, published research and review
papers, magazines, published statistics,
Chi square test
Null Hypothesis H0: There is no significant relationship between the
experience of the respondents and salary as the motivational factor to
employee performance.
▪ Alternate Hypothesis H1: There is significant relationship between the
experience of the respondents and salary as the motivational factor to
employee performance.
