Synopsis of

A project work on

The topic of

Motivational methods of organization

A Project work Submitted by

SONIA DEVGUN
For the award of the degree of

Master of commerce

Panjabuniversity,Chandigarh
For the year ending May 2011

INTRODUCTION
Motive + Action = Motivation
Intelligent Motivation is determining what is important, identifying what action is needed and doing what is necessary to generate and sustain that action until your desired outcome is achieved. Jim Cathcart The project provides a structure and tips for creating an employee motivation survey questionnaire, and also the principles of employee motivation and empowerment in organizations. The project also provides some leadership test, which can be used to examine the leadership ability, and also as a questionnaire/survey to assess leadership and motivation ability and effectiveness among managers and supervisors. The project explains about the Motivation which is a driving force within us that gives rise to certain behavior. It moves us in a particular direction; it is the reason or reasons for engaging in a particular action and as a Spinning instructor this can be one of our most fulfilling, yet challenging tasks. The methods we use to get the best out of the participants each week may work for some, but do they last and for how long? Itempowersthe participants or can teach them to be completely reliant on, for their motivation. There are common quick fixes that uplift for the short term and then there are motivational methods which could beusing to help on the road to self reliance. The project also provides some methods relating to the motivation in an organization, which can be helpful for the participants to achieve their goals. It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results.

MOTIVATIONAL METHODS
There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees' increased longevity with the company, improved productivity, and better morale.

EMPOWERMENT Giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. As a result, feelings of frustration arising from being held accountable for something one does not have the resources to carry out are diminished. Energy is diverted from self-preservation to improved task accomplishment.

CREATIVITY AND INNOVATION At many companies, employees with creative ideas do not express them to management for fear that their input will be ignored or ridiculed. Company approval and toeing the company line have become so ingrained in some working environments that both the employee and the organization suffer. When the power to create in the organization is pushed down from the top to line personnel, employees who know a job, product, or service best are given the opportunity to use their ideas to improve it. The power to create motivates employees and benefits the organization in having a more flexible work force, using more wisely the experience of its employees, and increasing the exchange of ideas and information among employees and departments. These improvements also create an openness to change that can give a company the ability to respond quickly to market changes and sustain a first mover advantage in the marketplace.

LEARNING If employees are given the tools and the opportunities to accomplish more, most will take on the challenge. Companies can motivate employees to achieve more by committing to perpetual enhancement of employee skills. Accreditation and licensing programs for employees are an increasingly popular and effective way to bring about growth in employee knowledge and motivation. Often, these programs improve employees' attitudes toward the client and the company, while bolstering self-confidence. Supporting this assertion, an analysis of factors which influence motivation-to-learn found that it is directly related to the extent to which training participants believe that such participation will affect their job or career utility. In other words, if the body of knowledge gained can be applied to the work to be accomplished, then the acquisition of that knowledge will be a worthwhile event for the employee and employer.

QUALITY OF LIFE The number of hours worked each week by American workers is on the rise, and many families have two adults working those increased hours. Under these circumstances, many workers are left wondering how to meet the demands of their lives beyond the workplace. Often, this concern occurs while at work and may reduce an employee's productivity and morale. Companies that have instituted flexible employee arrangements have gained motivated employees whose productivity has increased. Programs incorporating flextime, condensed workweeks, or job sharing, for example, have been successful in focusing overwhelmed employees toward the work to be done and away from the demands of their private lives.

MONETARY INCENTIVE For all the championing of alternative motivators, money still occupies a major place in the mix of motivators. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. What benefits the company directly benefits the employee. Monetary and other rewards are being given to employees for generating cost-savings or processimproving ideas, to boost productivity and reduce absenteeism. Money is effective

when it is directly tied to an employee's ideas or accomplishments. Nevertheless, if not coupled with other, nonmonetary motivators, its motivating effects are shortlived. Further, monetary incentives can prove counterproductive if not made available to all members of the organization.

OTHER INCENTIVES Study after study has found that the most effective motivators of workers are nonmonetary. Monetary systems are insufficient motivators, in part because expectations often exceed results and because disparity between salaried individuals may divide rather than unite employees. Proven nonmonetary positive motivators foster team spirit and include recognition, responsibility, and advancement. Managers who recognize the "small wins" of employees, promote participatory environments, and treat employees with fairness and respect will find their employees to be more highly motivated. One company's managers brainstormed to come up with 30 powerful rewards that cost little or nothing to implement. The most effective rewards, such as letters of commendation and time off from work, enhanced personal ful-fillment and self-respect. Over the longer term, sincere praise and personal gestures are far more effective and more economical than awards of money alone. In the end, a program that combines monetary reward systems and satisfies intrinsic, self-actualizing needs may be the most potent employee motivator.

Problems

It has been seen that everything has two ways i.e. both advantages and disadvantages. In such a way if a motivation has both advantage and disadvantage. In such a way lack of motivation without having effective motivation methods and motivation strategies cannot help in achieving goals. Furthermore, this lack of ambition comes often with procrastination. We just dont feel like we want to do what needs to be done, just as we would miss any kind of incentive a motivation works to enhance the capability of a worker which can be done by appealing to a worker's sentiments and reason a manager can persuade a worker to take initiative and build their morale, which are internal drivers of motivation. However, by appealing to fear and coercion a manager may actually cause a decline in internal motivation, leaving instead feelings of hostility or anxiety which can negatively affect production. A manager motivates a worker in negative sense by decreasing his emoluments or by mental or physical extortion. But sometimes a worker himself doesnt feel like getting motivated, he simply not interested in listening what he dont want to, which means he always prefer selective listening. To overcome from the problems of motivation the best method is to know your workers. It is very essential to understand what is important to an individual which is endemic for understanding how to motivate that person effectively. Is an individual motivated by the opportunity to develop professionally or by the possibility of making more money? Does he or she want more responsibility or more clearly defined responsibilities? Is it important that he or she see the end-product of their work or not? Usually, employees are not motivated by just one thing, which can make it difficult to determine the best strategy for motivation. The employees may be more motivated if they understand the primary aim of the business. Questions can be asked to establish how clear they are about the company's principles, priorities and mission. The company can eliminate practices that zap motivation. It can be seen that do the employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do? Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment.

Objective(s) and Scope

The main objective behind this project is to find out an appropriate method of motivation which may be helpful to the employees to discharge their duties efficiently and effectively. The project provides some methods and theories of motivation. If the company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. The project is being prepared by collecting the information from employees about their fears, thoughts and concerns relating to these events. The project also provides some questionnaire which is helpful for the purpose of staff surveys. Staff surveys are usually very helpful in establishing whether staff in the company is motivatedand therefore performing to best effect. Aside from the information that questionnaires reveal,the process of involving and consulting with staff is hugely beneficial and motivational in its own right. The survey will be unique to the company, the staff issues, industry and culture;some useful generic guidelines apply to most situations. The following ten points are collected which may help to cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing our own questionnaires on employee motivation.           What is the 'primary aim' of the company? What obstacles stop employees performing to best effect? What really motivates your staff? Do employees feel empowered? Are there any recent changes in the company that might have affected motivation? What are the patterns of motivation in your company? Are employee goals and company goals aligned? How do employees feel about the company? How involved are employees in company development? Is the company's internal image consistent with its external one?

Proposed contents of the project :-

           

Define motivation and our current methods Discuss the difference between simple vs. intelligent motivation Explore various motivational theories What Is Motivation What motivational methods do we use? Do these methods work? How effective are they? Are these methods successful with everyone? How long do they last? What are the patterns of motivation? Are employee goals and company goals aligned? What really motivates the staff? Questionnaire to determine the important factors affecting the workforce.

 Problem arising while implementing the method of motivation in a company.  Who is most motivated and why?  What lessons can you learn from patches of high and low motivation in your company?

Research Design and Methodology

In this project work the research work is done on methods, theories relating to it. Research is being done on the way of implementing the methods and the problems arising through the methodsand feedback is being taken by the help of a questionnaire. Research is being done on:Simple Motivationand Intelligent Motivation Motivation generates enthusiasm momentarily Occasionally useful and effective,is intelligently done Motive + Action = Motivation Like theories Motivational Theories methods to motivate and their effectiveness Intrinsic Motivation: Driven by internal factors; belief in its value Goals: that we set ourselves to achieve our needs Interest: those things that attract our attention Motivating gaps: It's the gaps that drive us forward Achievement: Competitive natured the need to excel Affiliation: Conform and align with others Expectancy: Things we can expect to achieve Maslows Hierarchy of needs: Lowest needs to be met first

Reference
The basic idea behind preparing the project is being taken from:y Internet y Management Process and Organizational Behaviour Karam Pal y Principles of Management Harold Koontz y Organizational Behaviour N.K.Jain y Organizational Behaviour N.Kumar R.Mittal