INTRODUCTION

The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to
employees and the organizational functions in Vanaz Industries Ltd, Pune

Management’s basic job is the effective utilization of human resources for achievements of
organizational objectives. The personnel management is concerned with organizing human resources in such
a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest
satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an
employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes
available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs
in employees and harness them in a manner that would be functional for the organization.

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 must make appropriate use of motivation to enthuse the employees to follow
them. Hence this studies also focusing on the employee motivation among the employees of Vanaz
Industries Ltd.

The data needed for the study has been collected from the employees through questionnaires and through
direct interviews. Analysis and interpretation have been done by using the statistical tools and data’s are
presented through tables and charts.

1.2 RESEARCH PROBLEM

The research problem here in this study is associated with the motivation of employees of VANAZ
INDUSTRIES LIMITED, PUNE. There are a variety of factors that can influence a person’s level of motivation;
some of factors include.

1. The level of pay and benefits,

2. The perceived fairness of promotion system within a company,
3. Quality of the working conditions,
4. Leadership and social relationships,
5. Employee recognition
6. Job security
7. career development opportunities etc.
Motivated employees are a great asset to any organisation. It is because the motivation and Job satisfaction is
clearly linked. Hence this study is focusing on the employee motivation in the organisation. The research
problem is formulated as follows:

1.3 SIGNIFICANCE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization. A good motivational program
procedure is essential to achieve goal of the organization. If efficient motivational programmers of
employees are made not only in this organization but also any other organization; the organizations can
achieve the efficiency also to 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 must 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 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 programmers and 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.

1.4 OBJECTIVES OF THE STUDY

1.4.1 Primary Objective

1. To study the important factors which are needed to motivate the employees.

1.4.2 Secondary Objective.

1. To study the effect of monetary and non-monetary benefits provided by the organization on the
employees’ 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 the practical suggestion for the improvement of organizations performance.

1.5 RESEARCH HYPOTHESIS

A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher
considers the outcome of an investigation will be. It is an informed/educated guess. It indicates the
expectations of the researcher regarding certain variables. It is the most specific way in which an answer to
a problem can be stated.

Research hypotheses are the specific testable predictions made about the independent and dependent
variables in the study. Hypotheses are couched in terms of the independent and dependent variables that are
going to be used in the study. The research hypothesis of this study is as follows.

Ho: There is no significant relationship between incentives and employee’s performance.

Ho: There is no significant relationship between career development opportunities and the extent of
employee motivation

Ho: There is no significant relationship between performance appraisal system and the extent of motivation.

Ho: There is no significant relationship between interpersonal relationship in the organization and extent of
motivation.

1.6 RESEARCH METHODOLOGY.

Research is a systematic method of finding solutions to problems. It is essentially an investigation, a
recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody,
research comprises of defining and redefining problem, formulating hypothesis or suggested solutions,
collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether
they fit the formulated hypothesis.

1.6.1 Sampling Design.

A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is
used for this study.

1.6.2 Universe.
The universe chooses for the research study is the employees of environment for everyone. Additionally,
motivated employees are more likely to stay with the company for longer.

1.6.3 Sample Size.

Number of the sampling units selected from the population is called the size of the sample. Sample of 50
respondents were obtained from the population.

1.6.4 Sampling Procedure.

The procedure adopted in the present study is probability sampling, which is also known as chance
sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the
sample.

1.6.5 Methods of Data Collection.

The data were collected through Primary and secondary sources.

1.6.5.1 Primary Sources.

Primary data are in the form of raw material to which statistical methods are applied for the purpose of
analysis and interpretations.
The primary sources are discussion with employees, data collected through questionnaire.

1.6.5.2 Secondary Sources.

Secondary data are in the form of finished products as they have already been treated statistically in some
form or other.
The secondary data mainly consists of data and information collected from records, company websites and
discussion with the management of the organization. Secondary data was also collected from journals,
magazines, and books.

1.6.6 Nature of Research.

Descriptive research, also known as statistical research, describes data and characteristics about the
population or phenomenon being studied. Descriptive research answers the questions who, what, where
when and how.
Although the data description is factual, accurate and systematic, the research cannot describe what caused a
situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable
affects another. In other words, descriptive research can be said to have a low requirement for internal
validity.
1.6.7. Variables of the Study.
The direct variable of the study is the employee motivation.
Indirect variables are the incentives, interpersonal relations, career development opportunities and
performance appraisal system.

1.6.8. Presentation of Data.

The data are presented through charts and tables.

1.6.9. Tools and Techniques for Analysis.

Correlation is used to test the hypothesis and draw inferences.

1.6.10 Employee Motivation: Meaning, Importance, Factors & Benefits

Attention all Human Resource (HR) managers! Are you looking for a way to keep your employees
productive, happy, and motivated? Look no further! This article is all about Employee Motivation. Here, we
have covered what it is, why it's important, and how it can bring a ton of benefits to your workplace. Get
ready to take notes and give your team the boost they need. Watch them succeed in their tasks and scale new
heights after that!

1.6.11 Employee Motivation theories

There are various theories that try to explain what motivates employees in the workplace. Some of the
widely recognized ones include the following.

Maslow's hierarchy of needs: This theory states that individuals are motivated by fulfilling five basic
needs. These needs start from the most basic (physiological and safety) and move up the hierarchy towards
self-actualization.

The five needs are the following.

a. Physiological needs (example: food, water, shelter)

b. Safety needs (example: security, protection)

c. Love and belonging needs (example: friendship)

d. Esteem needs (example: self-respect, recognition)

e. Self-actualization needs (example: fulfilment of one's potential)

1. Herzberg's two-factor theory: This theory divides job factors into two categories: hygiene factors and
motivators. Hygiene factors, such as salary and working conditions, must be met to prevent dissatisfaction.
On the other hand, motivators, such as recognition and responsibility, drive job satisfaction.

2.Expectancy theory: The expectancy theory is a widely recognized framework that explains the factors
influencing an individual's motivation. According to this theory, an individual's motivation is based on their
belief that putting in more effort will result in better outcomes. However, for the person to be motivated,
they must also value these outcomes.

3.Self-determination theory: This theory posits that individuals are motivated when they experience three
feelings. The feelings are autonomy (control over their work), competence (the belief that they are capable),
and relatedness (the sense of connection to others). When these three needs are met, individuals are more
likely to be motivated and engaged in their work.

1.6.12 Importance of Employee Motivation in the workplace

Employee Motivation in Human Resource Management (HRM) is a vital part of efficient workplace
administration. It is crucial for organisations because it directly impacts the performance and productivity of
employees. When employees are motivated, they are more likely to be engaged and put in their best effort
towards their work. This, in turn, may lead to better results for the company and a more positive work
environment for everyone. Additionally, motivated employees are more likely to stay with the company for l
longer.

1.6.13 Benefits of Employee Motivation

Here is how Employee Motivation can positively impact your business.

 Improved employee engagement: A motivated workforce leads to increased employee

engagement and a positive work environment.

 Boosted innovation: Employees who are motivated and engaged in their work are more likely to
offer innovative solutions. Thus, improving the profitability of the company.

 Increased loyalty: A motivated workforce is less likely to seek job opportunities elsewhere. As a
result, your company may experience a lower attrition rate.
  Higher productivity: Motivated employees tend to be more productive, completing more work
in less time. Thereby, adding value to the company.

 Enhanced job satisfaction: Job satisfaction is essential for employee performance. A motivated
workforce is more likely to be satisfied with their job.

 Strong work ethic: Motivated employees exhibit a strong work ethic. They tend to display
discipline, self-motivation, and commitment to their jobs. Such employees are an asset to the
company and easy to manage.

• Elevated employee morale: Employee Motivation is directly linked to their morale. Providing
meaningful work and decision-making opportunities can significantly boost employee morale …

1.7 Types of Employee Motivation

Here are a few of the typical Employee Motivation types.

 Extrinsic motivation: This type of motivation is based on external factors such as salaries,
bonuses, and rewards. These incentives can be used to motivate employees to work harder, meet
deadlines, and achieve company goals. Extrinsic motivation is often seen as a tangible way to show
appreciation for an employee's hard work.

 Intrinsic motivation: This type of motivation comes from within the employee. It is driven by
personal satisfaction and enjoyment of the work itself. Employees who are intrinsically motivated
feel a sense of accomplishment and satisfaction from their work. Also, they do not rely on external
incentives to stay motivated.

 Social motivation: This type of motivation comes from the desire to work with others towards a
common goal. Employees who are socially motivated enjoy collaborating with their colleagues and
feel a sense of belonging to a group. They are often more motivated when they feel that they are part
of something larger than themselves.

 Monetary motivation: This type of motivation focuses on financial incentives. These may
include pay raises and bonuses, to motivate employees to work harder. Monetary motivation can be
 effective in encouraging employees to meet performance goals. However, it may be less effective in
creating long-term motivation.

 Recognition motivation: This type of motivation comes from acknowledging and rewarding
employees for their hard work and achievements. Recognition can come in the form of public praise,
awards, or special privileges. This type of motivation helps employees feel valued and appreciated,
which can boost their motivation and job satisfaction.

 Responsibility motivation: This type of motivation comes from giving employees more
responsibility and decision-making power in their jobs. Employees who are given more
responsibility feel a greater sense of ownership and pride in their work. For employees
looking for career advancement opportunities, this type of motivation is especially effective.

1.8 Factors that impact Employee Motivation

In this section, we look at some of the key factors that impact Employee Motivation.

1. Work environment: The physical and social environment in which employees work can greatly
impact their motivation levels. A clean, safe, and well-organised workplace can create a positive
atmosphere and foster motivation. On the contrary, a cluttered, noisy, or hazardous work
environment can have the opposite effect.

2.Recognition and rewards: Employees are motivated when they feel valued and appreciated for
their contributions. This could include regular recognition and rewards, such as bonuses and promotions.
In fact, even just a simple thank-you, can go a long way in boosting motivation.

3.Opportunities for growth: Employees who feel that they are learning and growing in their
careers are more likely to be motivated. This can be facilitated by offering employees chances for
professional growth.

4.Workload and stress: Too much or too little work can both negatively impact motivation. A
manageable workload and a healthy work-life balance can help maintain Employee Motivation. On the
other hand, excessive stress can cause burnout and reduce motivation.

5.Communication: Effective communication between employees and management is crucial for

motivation. When employees feel heard and their opinions valued, they are more likely to be motivated.
 6.Leadership: Leaders play a critical role in motivating employees. A positive, supportive, and
visionary leader can inspire and motivate employees to achieve great things.

1.9 Different ways to motivate employees.

There are several Employee Motivation strategies and techniques that managers can use to keep their team
engaged and productive. Some of the more popular ones are listed in this section.

1. Offering incentives and bonuses: Rewards and bonuses can be a great way to motivate
employees to reach specific goals or milestones. It can be in the form of a financial bonus, extra time
off, or a special recognition at a company event.

2. Creating a positive work environment: Fostering collaboration, communication, and

teamwork can create a positive work environment that motivates employees. This can be achieved
through team-building activities and regular check-ins to ensure that employees feel valued and supported

3.Providing opportunities for growth and development: You can increase Employee
Motivation by providing employees with opportunities for growth and development. Offering
mentorship programs, career advancement opportunities, and training for the workplace are some ways
to do this.

4.Allowing employees to have a say in decision-making: Giving staff a sense of ownership

by letting them make calls regarding their work can also boost motivation.

5.Understanding individual Employee Motivation: Ultimately, the most effective Employee

Motivation strategy is to understand what drives each individual employee. By taking the time to get to
know your team and what motivates them, you can tailor your Employee Motivation strategy to best
support and engage them.

1.10 Employee Motivation matters

To wrap it up, Employee Motivation is a crucial aspect of any workplace. It helps employees feel invested in
their work and can lead to increased productivity and job satisfaction. Whether it's through recognition,
incentives, or opportunities for growth, companies can benefit greatly from a motivated workforce. So, don't
underestimate the power of motivation, it can make a big difference in the success of your organisation.
1.11Advantages Of Employee Motivation
Employee motivation is an incredibly important aspect of any successful organization. When employees are
motivated, they're like a well-oiled machine. They work with enthusiasm and dedication to achieve the
organization's goals. In fact, there are numerous benefits of having a motivated workforce.

Let's dive into five advantages of employee motivation that can help take your organization to new heights.

1. Increased productivity

Employees who are motivated are more productive, focused, driven, and committed to completing tasks to the best
of their ability. They take on work with a positive attitude and are more willing to put in extra effort to ensure that
good work is completed on time and to a high standard. This increased productivity translates to higher profits for
the organization.

2. Increased job satisfaction

Typically, employees who feel motivated are happier in their jobs. They have a positive attitude towards work as
they feel they’re getting appreciation, recognition and rewards. This influences motivation leading to increased job
satisfaction, and, in turn, lowering levels of absenteeism and turnover.

3. Enhanced creativity and innovation

Great work comes from motivated employees as they tend to be more creative and innovative. They're more
willing to share their ideas, take risks, and think outside the box, leading to innovative solutions, better products,
and improved processes.

4. Increased employee engagement

Employees engage better when they’re motivated. They're more committed, focused and loyal to the organization,
which leads to better customer service, increased customer satisfaction and better loyalty. This is beneficial for the
organization in the long run.

5. Improved employee health

You want your employees work to be the best and work harder with each passing day. The key? Influence
motivation. Motivated employees tend to have better physical and mental health. They're less likely to suffer from
stress-related illnesses, which means fewer sick days and better overall performance. This helps organizations
reduce healthcare costs and improve the employee well-being.

1.12 Disadvantages of Employee Motivation

While employee motivation is undoubtedly important, there are also some potential drawbacks to consider. Let's
take a closer look at five disadvantages of employee motivation:
1. Burnout
While motivated employees tend to be highly productive, there is a risk of burnout. They may feel pressured to
constantly perform at their best, causing excessive workloads, stress, and exhaustion. Ultimately, this leads to
decreased performance and sometimes employees leaving the organization.

2. Overconfidence
Motivated employees may become overconfident in their abilities, leading to a lack of willingness to accept
constructive feedback and criticism. This can hinder their growth and development, and result in poor performance

3. Interpersonal conflict
While motivation can drive employees to excel, it can also create interpersonal conflict. When employees are
motivated, they may compete with one another, leading to tension and conflict within the workplace. This can
negatively impact team dynamics and overall productivity.

4. Tunnel vision
Highly motivated employees may become so focused on achieving their goals that they lose sight of the bigger
picture. This can lead to a lack of creativity and innovation, as well as an inability to adapt to changing
circumstances or identify new opportunities.

5. Unethical behaviour
In some cases, highly motivated employees may become so driven to succeed that they engage in unethical
behaviour to achieve their goals. This can damage the reputation of the organization and lead to legal and financial
consequences.

It's important to note that these potential disadvantages are not a reason to avoid employee motivation altogether.

Instead, it's important to find a balance between motivating employees and ensuring that they are not pushed
beyond their limits.

By being mindful of these potential drawbacks, organizations can create a positive, productive work environment
that supports the growth and development of their employees.

1.13 Influence Motivation to See Good Work

In today's highly competitive business landscape, having a motivated workforce can make all the difference in
achieving success. However, as with any management strategy, there are both advantages and disadvantages of
employee motivation that must be carefully considered.
To strike the right balance, businesses must create a culture of motivation that encourages employees to thrive and
grow, while also providing the necessary support and resources to prevent burnout.

It's crucial to understand that employee motivation is not a one-time event but rather an ongoing process. By
regularly assessing your employees' motivation levels and addressing any issues that arise, you can create a highly
engaged and productive workforce that drives business success. So, invest in your employees' motivation, and
watch your business grow to new heights.

1.14 Five Major Employee Motivation Problems

motivational problems can lead to performance issues that cost a business thousands of dollars in losses each
year. A lack of motivation can lead to delays in the employee's completion of work and simple but expensive
mistakes. Unfortunately, several issues may sap an employee’s motivation and leave him unproductive and a
minor contributor to the bottom line.

1. Low Self-Confidence

Confidence enhances an employee’s motivation; he believes that he can perform the tasks
necessary to achieve his goals. Confidence contributes to his willingness to persevere and
complete tasks. If the employee lacks confidence, he feels unworthy and is unable to make
decisions or remain motivated until an objective is accomplished. Lacking self-confidence, the
employee is unable to form good work relationships or assert himself, both of which are
important if the employee is to be successful in the workplace. In addition, the employee will
procrastinate or apply limited effort to ensure that these issues, and not himself, are the reasons
the employee fails.

2.Low Expectations for Success

Positive expectations of success enhance an employee’s motivation. If an employer has high expectations for
an employee, he likely will assign engaging work tasks to the employee. In turn, the employee’s self-esteem
increases as does his confidence and on-the-job performance. Increased self-confidence contributes to the
employee’s motivation and willingness to accept future challenging assignments. In contrast, low
expectations ensure the employee will remain unmotivated and will not perform as well as the employer
expects. In addition, an employer who has low expectations in regard to an employee is less likely to provide
the tools and equipment necessary for the employee to accomplish a work task, further diminishing the
employee's motivation.
3.Lack of Interest in Subject Matter

An employee exhibits motivation as an interest or a driving force that persuades him to take action1. An
interested employee will be curious about a task and attempt to perform it well. Lack of interest can lead to
decreased motivation and the failure to accomplish a goal. If an employee is not interested in particular
tasks, he will not fully engage in his work. Instead, he will focus his attention elsewhere, not fully participate
in the activity at hand and perform poorly.

4.Achievement Anxiety

Employees who experience achievement anxiety are sensitive to punishment, including criticism or the loss
of something they value. As a result, achievement anxiety can inhibit employee behaviour. Anxious
employees may be less interested in tasks and less motivated to achieve. For example, the employee may
begin an activity but stop before he completes the task, if he becomes anxious about potential negative
feedback.

5.Fear of Failure

If an employee fears failure, he fears a lack of success and will avoid work that he lacks the confidence to
complete. The employee perceives a lack of success as a failure, which he believes is confirmation that he is
flawed in some way. The more the employee fears failure, the less motivated he will be to perform work or
attempt to accomplish goals because it is easier to avoid tasks than experiencing shame due to his failure to
complete a task.

1.15 Positive and Negative Effects of Employee Motivation

To run a successful business, your employees must feel valued. One of the most effective ways of
accomplishing this goal is motivating employees through various types of incentives. In some cases,
incentives might be monetary such as bonuses or gifts for exceeding performance standards. A supervisor
in a corporate setting with hundreds of employees may only have the window of a morning meeting to
motivate employees to perform their best.

In a small business, you have more opportunities to motivate your staff. However, it’s important that you
understand the pros and cons of employee motivational techniques so that you can avoid setting the wrong
precedent.
  Positive: Improved Job Performance

Motivated employees are much more likely to perform at a higher standard than employees who feel
unmotivated to do their best. For example, if you run a business predicated on sales and you offer a
commission to your sales personnel, they will typically try harder to make more sales. This is also true if
you thank an employee for providing good customer service because that praise will likely drive the
employee to maintain that standard.

Your motivational incentives will not only improve job performance, but they will also improve
production. When employees are focused on achieving milestones and providing outstanding service, they
are not wasting time, calling in sick or clocking out before it’s time to leave the workplace.

 Negative: Can Create Workplace Conflict

One of the negative effects of employee motivation is that it can create conflict and tension at your
workplace. That’s because employees who don’t receive the same level of motivation may feel resentful
toward those who do, which can create discord. It’s difficult for you and your management staff to dole
out equal amounts of motivation to every employee. The key is to identify employees that need more
motivation than your higher performing workers and give those employees the motivation necessary to
improve their performance.

 Positive: Improved Job Satisfaction

When your staff is motivated by monetary and non-monetary incentives, they tend to feel more
empowered to do their jobs at a consistently high level. That, in turn, helps them to feel like they are a
valued and important part of your company, which correlates to increased job satisfaction. Your small
business mission statement should point an employee to a definition of success. For example, if you
motivate your employee by clearly stating that success in his position means detailing every car in the lot
every other day, and you reward him when he does it, he understands what is expected.

 Negative: Employees Focus Solely on Incentives

Another negative aspect of employee motivation is that your workers can become so focused on obtaining
incentives that they feel satisfied when they reach that goal and don’t push for more. In other words,
employees can fall into the trap of wanting to get that incentive rather than focusing on performing at a
high level to please customers and clients. For example, let’s say you offer your sales staff a $100 bonus
for the first two people to sign up 10 new customers in a two-week period.
That may sound like great motivation, but consider the fact that your employees may only work hard
enough to obtain those 10 new customers rather than pushing for more. And they may also focus on
achieving this goal faster than the other employees, turning the motivational technique into a race to see
who gets the prize first, instead of who provides the best service.

If you do not tie customer satisfaction in with sales statistics when you motivate your employee, you by
default are endorsing sales at any cost. This may lead to bait-and-switch techniques, employee quarrelling
over sales and over customers and fabricating statistics. The resulting reduction in customer and employee
satisfaction may be costly.

1.16 Employee Motivation

Motivation is the most essential part of the work life of an employee. It inspires individuals for putting
in their efforts towards the attainment of the organizational goals.

The motivational tools should be formulated by taking into consideration the fact that individuals join
the organization because they feel that their personal goals would be satisfied by getting associated
with the organization.

Motivation is required in every sphere of organizational life, as it helps in building the zeal and interest
among the employees to pursue organizational goals. It also increases the efficiency of the employees.

1.17Employee Motivation- Meaning and Definitions by Michael J. Jucius, Dale Beach,

McFarland, Koontz and O’Donnell, Edwin B. Flippo, Scott, Dubin, Lillis:

Motivate is a “Latin word” meaning “to move” human motives are internalised goals within
individuals. We can define motive as a factor that makes a person act a particular way. It is an inner
impulse causing man to action. Motive is defined as an inner state of our mind that energizes, activates
or moves and directs or channelises our behaviour towards goals. A motive is the mainspring of human
action. A motive is the active form of a desire, craving or need, a motive works towards a cherished
goal.

It is goal-directed, it in itself in invisible. Motivation is the process which influences people to act. The
process involves need drives and goals. Motivation is always internal. It is externalised through
behaviour. Motivation-behaviour-goal is called the cycle of Motivation. The cycle continues till the
goal is achieved. It can be defined as the willingness to exert towards accomplishment of some goal. It
focuses inner drives that activate or move an individual to action.
The force of motivation lies within the mind. It is a dynamic force setting a person into motion and
action. A man is motivated or set into action either by extrinsic rewards and punishments or by intrinsic
incentives. Motivation is, thus, an art of stimulating people to take desired course of action. Some
people may be motivated by the rewards while others are self-motivated. Thus, motivation is a process
to get the needs of the people realised with a view to induce them to work.

Indeed, motivation is nothing but an action of inducement. The skill of motivating the people is the life
blood of an organisation. Hence it is important to understand people and the way to handle this dynamic
human resource, so that people work to the utmost ability that too with interest. Psychologists define
motivation as that which arouses behaviour, sustains it and channelises the behaviour into a specific course.

Motivation is the process of creating organisational conditions which will impel emphasis to strive to attain
organisational goals. Psychologists generally agree that all behaviour, sustains it and channelises the
behaviour into a specific course. Motivation is the process of creating organisational conditions which will
impel emphasis to strive to attain organisational goals.

Psychologists generally agree that all behaviours are motivated, and that people have reasons for doing the
things they do or for behaving in the manner that they do. In other words, all human behaviour is designed
to achieve certain goals and objectives. Such goal directed behaviour revolves around the desire for need
satisfaction.

We may define motivation as, “a willingness to expend energy to achieve as goal or reward. It is a force
that activates dormant energies and sets in motion the action of the people. It is a function that kindles a
burning passion for action among the human beings of an organisation”.

 Here are some important definitions of motivation:

Michael J. Jucius – “Motivation is the act of stimulating one or oneself to get a desired course of action to
push the right button to get desired results”.

Dale Beach – “Motivation can be defined as willingness to expend energy to achieve a goal or a reward”.

Mc Farland – Motivation refers to the way in which urges, drives, desires, aspirations, striving or needs,
direct, control or explain the behaviour of human beings.

Koontz and O’Donnell – “Motivation is a general term applying to the entire class of drives, desires, needs,
wishes and similar force that induce an individual or a group of people to work”.

Edwin B. Flippo – “Motivation is the process of attempting to influence others to do their work through the
possibility of gain or reward”.

Scott – “Motivation means a process of stimulating people to action to accomplishing desired goals”.
Dubin – “Motivation is the complex of force starting and keeping person at work in an organisation”.

Lillis – “Motivation is the stimulation of any emotion or desire operating upon ones will and prompting or
driving one to action”.

J. E. Rosenz Weig and F. K. Kast – “Motivation is an inspiration process which impels the members of the
team to accomplish the desired goals.”

S. Zedck and M. Blood – “Motivation is a pre-disposition to act in a specified goal directed way.”

The Encyclopaedia of Management observes – “Motivation refers to the degree of readiness of an organism
to pursue some designated goal and implies the determination of the nature and locus of the forces,
including the degree of readiness.”

Tolman observes, “More specifically, the term motivation has been called an intervening variable”
Intervening variables are internal and psychological process which are not directly observable and which, in
turn, account for behaviour.”

Thus, motivation consists of the three interacting and interdependent elements of needs, drives and goals.
Needs are the deficiencies and are created whenever there is a physiological or psychological imbalance.
Drives or Motives are set to alleviate needs. These are action oriented and provided an energizing thrust
towards goal accomplishment. They are the very heart of motivational process.

Goals are anything which will alleviate a need and reduce a drive. There are some facts about motivation
need, such as – (i) Motivation is a hypothetical concept which is defined in terms of antecedent conditions
and consequent behaviour, (ii) Motivation is an intervening variable for it cannot be seen, heard or felt and
can only be inferred from behaviour. For instance, motives such as hunger, sex, power and achievement
cannot be seen. Restlessness, walking, running, eating or talking or winning a new friend can be observed.

 Definitions reveal the Above following characteristics of motivation:

1. It is an Internal Instinct, or it is a Psychological Concept:

Motivation refers to a feeling within individuals. It is an inner state that energizes, activates, or moves
and directs or channelises behaviour towards goals. All human behaviour is designed to achieve
certain goals and objectives. Such a goal directed behaviour revolves around the desire for need
satisfaction. The need setup drives to accomplish goals. Motivation consists of the three interacting
and interdependent elements of needs, drives and goals.

2. Man is Motivated as a Whole and Not in Part:

It is not possible that a part of a man is motivated but whole man is motivated. A person’s basic needs
determine to a great extent what he will try to do at any given time. Needs are the deficiencies and are
created whenever there is a physiological or psychological imbalance.

Motivation represents an unsatisfied need which creates a state of tension or dis-equilibrium, causing
individual to move in a goal directed pattern towards restoring a state of equilibrium by satisfying the need.
Motivation implies any emotion or desire which so conditions ones will that the individual is properly led
into action.

3. Motivation is Always Goal Oriented:

Goals and motivates are inseparable. Man’s behaviour itself is goal oriented. Man works to achieve some
goals or objectives. Motivation has a profound influence on human behaviour. It directs human behaviour
towards the goals. As soon as his goal is achieved, he would be two longer, interested in work.

Therefore, it is essential for management to know his goal to push him to work. In simple words motivation
causes goal-oriented behaviour.

4. Motivation is a Continuous or Endless Process:

The goals of the individual and the organisation can be achieved through stimulation workers towards
productive performance called motivational process and it is a continuous process. Man is a social
being and has unlimited wants, needs, desires, which induce him to work. If one need is satisfied, it
loses its power as a motivator and at the same time another need arises. Needs, wants are innumerable
and cannot be satisfied at one time. Satisfaction of needs is an unending process; therefore, the process
of motivation is a continuous one.

5. Motivation can be Positive or Negative:

Workers can be motivated either positively or negatively. Positive motivation, sometimes called “anxiety
reducing motivation” or the “carrot approach”, offer something valuable to the workers, for instance, pay,
praise, appreciation bonus, promotion etc. for better performance from them. Punishments, fear, removing
security of job, demotion, fines, cut in pay, dismissal, retrenchment etc. are the examples of negative
motivation methods where people work in fear.

1.18 Employee Motivation – Features

The goal of every organization is to increase its productivity. Hence, motivation of employees at all
levels is the most critical function of management. Motivated employee produces a goal directed
behavior with his own generator. Outside simulation is not needed to such employee again and again.
Inspire of outside forces he is driven himself.

The analysis of various definition and following on motivation reveals.

 The following features of motivation are:

 Motivation is an internal feeling. The urge, desires, aspirations, striving or needs of human
being, which are internal influence human behaviour.
 For example – People may have the urge or desire for possessing a motorbike, comfortable
house, reputation in the society. These urges are internal to an individual.

 Motivation produces goal directed behavior for example – The promotion in the job may be
given to employee with the objective of improving his performance. If the employee is
interested in behavior to improve performance.

 Motivation can be either positive or negative. Positive motivation provides positive towards
like increase in pay, promotion, recognition etc. Negative motivation uses negative means like
punishment, stopping increments, threatening etc. Which also may induce a person to act in the
desired way?

 Motivation is a complex process- As the individuals are heterogeneous in their expectations,

perceptions and reactions, any type of motivation may not uniform effect for all the member.

 1.19Following are some important factors of motivation:

1. Money – Money is the traditional factor of motivation. Peter Drucker also considered money to be the
most important motivator for the employees. Today also money is a powerful motivator in developing
countries. “Money” as a “motivator factor” means monetary incentives offered to all categories of
employees.

2. Achievement – ‘To achieve something’ is a natural instinct and urge in every human being. Achievement
is, therefore, said to be one of the esteem needs. Naturally chances of achievement serve as motivating
factor to the employees.

3.. Recognition – Every human desires to get recognised for his extra ordinary performance or any great or
positive thing achieved by him. This satisfies his ego. In such conditions he is automatically motivated to
perform better. Getting recognition is also another need of a human being. Thus, hard work, devotion
outstanding performance by the employee must be recognised by the organisation.
4. Advancement – Employee’s urge for self- advancement is also powerful factor of motivation. Many
employees are always after their advancement may be called as self-actualisation. It is the apex level of
needs which always motivates the employees.

5. The work itself – Work motivating factor is a basic factor of motivation. Every human being keeps
himself busy in some work and earn money for livelihood.

6. The growth – The possibility of growth gives satisfaction to the employees. If the organisation provides
opportunities for personal growth of employees, they will be highly motivated.

7. Responsibility – The opportunities of higher responsibility motivate the employees more, as they get
along with higher responsibility more authority also. Therefore, responsibility is also motivating factor.

8. Job Security, working condition, Status are same factors of motivation.

1.20 Employee Motivation- 6 Main Techniques:

 Following are the main techniques of motivating the personnel in an

organisation:

1. Monetary Techniques:

These getting techniques are based on this popular belief that a person works for money. Hence, an
attraction of more money will prove to be the most powerful motivator. Incentives such as more pay
(through various premium plans), fringe benefits, security of tenure and condition of service are some
examples of the monetary techniques of motivation.

2. Job-Based Techniques:

These techniques are based on social, human and psychological beliefs. Job simplification, job rotation, job
enlargement, job enrichment, freedom in planning for work, sense of recognition, responsibility and
achievement are some examples of such technique.

3. MBO Technique:

Peter Drucker, a well-known author of management, has developed this technique which emphasises on
self-control and self-motivation. It is a participatory technique of motivation whereby managers and their
subordinates jointly participate in achieving the common goals. It requires an emphasis on the MBO policy
in the concern.

4. Leadership Styles:
Leadership styles or supervisory techniques also have a great role in motivation of employees. Autocratic,
democratic, and free-rein techniques of leadership are important styles and have their own implications for
employee motivation, morale and productivity. The management must try different supervisory styles in
different circumstances for different employees.

5. Group-Based Techniques:

Herbert Bonner, a well-known author, has advocated group-based techniques for motivating the employees.
According to him, ‘Motivation is not wholly, nor even primarily, an individual variable. certainly its force
and direction are functions of the social situation in which it arises and is exercised’. Hence, management
should foster group consciousness and cohesiveness among individual employees by laying down general
norms and guidelines of work for the group.

6. Sensitivity Training:

This is a technique of training given to groups of managers (known as T-groups) themselves so that they
behave with and motivate their subordinates better. The sensitivity training is imparted to make the
managers understand themselves better, becoming more open-minded, developing insight into group
process and cultivating a systematic approach towards the problem of motivation.

A manager thus trained is supposed to be more consistently able and willing to communicate with his/her
subordinates and inspire them to contribute their best to the common goals and objectives.

1.21 Employee Motivation-Types

Motivation is an organised way of inducement to the employees. How far can it create an environment in
which employees are effectively induced to do the work? The way management selects the method to
inspire the workers will depend upon the understanding of management about the workers’ need.

 Thus, motivation can be classified as:

1. Positive motivation.

2. Negative motivation.

Type 1. Positive Motivation:

Positive motivation is a reward-oriented method. According to Edwin B. Flippo, “Positive motivation is a

process attempting to influence others to execute their will through the possibility of gain or reward.”
People work for incentives viz., Praise, Prestige, Promotion and Pay (Wages).

 Positive motivation includes the following aspects like:

 i Praise and credit for work done,

ii. A sincere concern for the subordinates,

iii. Competition,

iv. Participation pride,

v. Delegation of authority,

vi. Appreciation, and

vii. Pay (Wages).

Type 2. Negative Motivation:

This is intended to create fear, mainly backed by force, coercion/compulsion. This can further be of two
kinds – financial and non-financial. Negative financial motivation is inflicted on an individual by making a
reduction in his pay or wage, etc., and includes denial of privileges- leave, overtime, perks and so on. This
is mainly based on ‘force and fear’.

A person fears, for he knows the consequences of not performing the duty as signed to him. Management, at
times, threatens the worker with ‘Pay off, ‘Demotion’, etc., if he does not comply the instructions passed on
with him. Negative motivation has limitations because punishment may lead to ‘Hostile attitude’ amongst
the workers and there is every possibility of outburst of riots/strikes, etc., when this negative tool is used
excessively.

Recent trend in HRM is to avoid negative motivation and integrate workers for a long-lasting relationship
with the management.

1.22 Employee Motivation- Significance

 Motivation is important in view of the following reasons:

1. Every employee has a set of unfulfilled needs. Employer, by fulfilling some of those needs, can motivate
the employee thereby achieving the organization’s overall objectives.

2. Motivational initiatives unearth the potential of the employees. This leads to optimum performance
which in turn brings down the cost of operation. Both optimum performance and consequent lower cost
paves way for achieving maximum efficiency.
3. Highly motivated employees self-direct themselves; they need no persuasion to observe safety
precautions, repeated insistence on saving material, time and resources. Thus, self-discipline caused by
motivation facilitates optimum utilization of productive resources.

4. There is less scope for workplace accidents, damage to tools and equipment, mishandling of machine,
breakages, etc., in facilities where motivation has been applied in full force.

5. Registration of grievances and redressal thereof are out of place in organizations, putting in place
different motivational tools.

6. Strike, lockout and mediation will hardly arise in organizations which have set in motion various
motivational techniques.

7. There may be minimum attrition i.e., employees leaving the organization where workers are kept
motivated to the hilt.

1.23 Employee Motivation- Issues:

 Employee Engagement:

A robust employee engagement programme figures on the top of every organization’s HR agenda today.
Employee engagement is the alignment of employee’s goals, aspirations and values with those of the
organization and achievement of goal compatibility. The various parameters of employee engagement are
job satisfaction, organizational commitment, effort, proficiency, proactivity and intention to stay.

More than one-third of the employees (42%) in India are engaged with their place of work, combining
maximum job satisfaction with maximum contribution, putting India at top of a survey by global consulting
firm Blessing White Inc, during summer and autumn of 2012.The percentage of employees engaged has
been increased from 37% in 2011.

 Fun at Work:
Fun at work, which is an important part of motivation, is now a corporate buzzword. Most companies are
adopting unique approaches to motivate the employees through fun activities.

 Tavant Technologies has instituted a wide range of initiatives to encourage

and foster employee motivation at workplace which are as follows:

a. Lunching of rewards and recognition programmes named as Tavant Excellence Awards,

b. Lunching of A Spot Award Scheme and Best Interviewer Award.

c. Starting of Killing Geeks’ Boredom (KGB) forum which conducts various fun activities such as Tavant
Premier League (TPL), Ping Pong Wars (PPW) and online games such as Kuder and Pechan Kaun.

d. Mentoring and grooming initiatives such as discussing career paths through programmes like Career
Development Initiative (CDI) and Individual Development Plan (IDP).

e. Encouraging work-life-balance and a flexible leave policy.

f. Supporting an open communication channel through open house sessions, monthly newsletter from the
CEO, etc.

g. Valuing good health of employees through stress management, health camps, parenting, personal
counselling, nutrition, yoga etc.

h. Covering various indoor games and outdoor sports through Synergy: the month-long sporting event.

 Aviva Life Insurance practices the following methods to motivate its

employees:

a. Creating a Base Camp-a challenging, fun and organized series of spaces, events, and initiatives.

 The Base Camp has seven peaks such as:

i. Community Climber Activities for CSR exposure.

ii. Financial Climber Activities for providing tax and legal assistance.

iii. Career Climber Activities on presentation skills, time management skills, grooming, etc.

iv. Fit Climber Activities like marathons, cricket tournaments, adventure clubs.

v. Social Climber Stage for kid’s day, festival etc.

vi. Personal Climber Activities to create a fit mind through life skills workshops, personal counselling
sessions.

vii. Possibility Climber Activities to create forums for expression such as “my voice portal”.

b. Lunching of CEO Awards Programme

c. Lunching of IDEAs interactive channel for inviting ideas and

d. Taking Talent initiative for identifying, building, and managing the strong performers.
  Management of Office Space:

Managing office space is now days one of the important factors of motivation. Nobody wants to work in an
office that is gloomy, unstructured and without any personality. An office is a place where working
professionals spend a good deal of their time during the day. They see the same interiors every single day,
day in and day out, so attention should be given in the way the office space is designed and maintained.

There should be a distinct characteristic that should be reflected in the office space, which gives one a sense
of belonging and cheer to the employees working there. Fresh paint, integrating new or refurbished
furniture, improving task or accent lighting and defining spaces with area rugs and seasonal plants are some
examples of innovations in designing office space.

Office space management is a dedicated balancing act which gives a positive impact in terms of low
absenteeism, reduces employee turnover, increases productivity and many more. On one hand employers
want their office space to be inviting and pleasant for both employees and visitors, while on the other hand,
they are also concerned about its professional look and feel.

Office space management is gaining importance in Indian organizations today as they are realizing that it is
another step towards ensuring employee engagement leading to increased motivation. When the office
environment is welcoming and unique, employees feel a sense of happiness when reporting to work every
day.

Organizations can strive to make their office a healthy and comfortable workplace by using accessories that
make the place approachable. Proper lighting and a functional design to minimize discomfort and
distraction can help employees work more effectively and productively.

1. Work environment: The physical and social environment in which employees work can greatly
impact their motivation levels. A clean, safe, and well-organised workplace can create a positive
atmosphere and foster motivation. On the contrary, a cluttered, noisy, or hazardous work
environment can have the opposite effect.
2. Recognition and rewards: Employees are motivated when they feel valued and appreciated for
their contributions. This could include regular recognition and rewards, such as bonuses and
promotions. In fact, even just a simple thank-you, can go a long way in boosting motivation.
3. Opportunities for growth: Employees who feel that they are learning and growing in their careers
are more likely to be motivated. This can be facilitated by offering employees chances for
professional growth.
4. Workload and stress: Too much or too little work can both negatively impact motivation. A
manageable workload and a healthy work-life balance can help maintain Employee Motivation. On
the other hand, excessive stress can cause burnout and reduce motivation.
 5. Communication: Effective communication between employees and management is crucial for
motivation. When employees feel heard and their opinions valued, they are more likely to be
motivated.
6. Leadership: Leaders play a critical role in motivating employees. A positive, supportive, and
visionary leader can inspire and motivate employees to achieve great things.

1.24 Different ways to motivate employees.

There are several Employee Motivation strategies and techniques that managers can use to keep their team
engaged and productive. Some of the more popular ones are listed in this section.

1. Offering incentives and bonuses: Rewards and bonuses can be a great way to motivate
employees to reach specific goals or milestones. It can be in the form of a financial bonus, extra
time off, or a special recognition at a company event.
2. Creating a positive work environment: Fostering collaboration, communication, and teamwork
can create a positive work environment that motivates employees. This can be achieved through
team-building activities and regular check-ins to ensure that employees feel valued and supported.
3. Providing opportunities for growth and development: You can increase Employee Motivation
by providing employees with opportunities for growth and development. Offering mentorship
programs, career advancement opportunities, and training for the workplace are some ways to do
this.
4. Allowing employees to have a say in decision-making: Giving staff a sense of ownership by
letting them make calls regarding their work can also boost motivation.
5. Understanding individual Employee Motivation: Ultimately, the most effective Employee
Motivation strategy is to understand what drives each individual employee. By taking the time to
get to know your team and what motivates them, you can tailor your Employee Motivation strategy
to best support and engage them.

1.25Employee Motivation matters

To wrap it up, Employee Motivation is a crucial aspect of any workplace. It helps employees feel invested in
their work and can lead to increased productivity and job satisfaction. Whether it's through recognition,
incentives, or opportunities for growth, companies can benefit greatly from a motivated workforce. So, don't
underestimate the power of motivation, it can make a big difference in the success of your organisation.
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