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A PROJECT REPORT ON
“MOTIVATIONAL TECHNIQUES –INFOSYS ”
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INDEX

SR NO. PARTICULARS PAGE NO.

1 Introduction 6
2 Process of motivation 17
3 Techniques for increasing motivation 20
4 Importance of motivation 22
5 What can be done to increase 25
motivation
6 Motivational strategies 26
7 Challenges of motivation 30
8 Company profile 31
9 Infosys motivational techniques 34
10 conclusion 41
11 bibliography 42
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LITERATURE REVIEW
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 term.

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
utilization of resources and workers abilities and capacities.
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INTRODUCTION
The concept of motivation
The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man, there is
some stimulus behind it .Stimulus is dependent upon the motive of the person concerned.
Motive can be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different motives
operate at different times among different people and influence their behaviors. The
process of motivation studies the motives of individuals which cause different type of
behavior.

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

Work Motivation
Craig Pinder “echoing the basic definition of motivation, define it as follows:“Work
motivation is a set of energetic force that originate both within as well asbeyond and
individuals being, to initiate work – related behavior, and to determineits form, direction,
intensity, and duration.”While general motivation is concerned with effort towards any
goal, StephenRobbins narrow the focus to organizational goals in order to reflect singular
interestin work related behavior the effort element is a measure of intensity. The need
means some internal state that makes certain outcomes appear attractive. And unsatisfied
need creates tension that stimulates drives within the individual. This drives general a
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search behavior to find particular goals, if attend, will satisfied the needs and lead to the
reduction of tension
Mechanism of motivation
Motivation is the process that starts with physiological or psychological deficiency or
need that activate behavior or a drive that is aimed at a goal or incentive. The following
diagram depicts the motivation process

Significance of Motivation
Motivation involves getting the members of the group to pull weight effectively, to give
their loyalty to the group, to carry out properly the purpose of the organization. The
following results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.

2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This
will also result in increased productivity.

3. The rates of labor’s turnover and absenteeism among the workers will be low.

4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.

5. The number of complaints and grievances will come down. Accident will also be low.
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6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.

Motivation Process.
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back

Theories of Motivation.
Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra,
1979). Six major approaches that have led to our understanding of motivation are
Mcclelland’s Achievement Need Theory, Behavior Modification theory; Abraham H
Mallows need hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory,
Vrooms Expectation Theory, Two factor Theory.

McClelland’s Achievement Need Theory.

According to McClelland’s there are three types of needs;

Need for Achievement (n Ach);

This need is the strongest and lasting motivating factor. Particularly in case of persons
who satisfy the other needs. They are constantly pre occupied with a desire for
improvement and lack for situation in which successful outcomes are directly correlated
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with their efforts. They set more difficult but achievable goals for themselves because
success with easily achievable goals hardly provides a sense of achievement.

Need for Power (n Pow)

It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership
style, while it negative application tends autocratic style.

Need for affiliation (n Aff)

It is the related to social needs and creates friendship. This results in formation of
informal groups or social circle.

Behavioral Modification Theory;

According to this theory people behavior is the outcome of favorable and unfavorable
past circumstances. This theory is based on learning theory. Skinner conducted his
researches among rats and school children. He found that stimulus for desirable behavior
could be strengthened by rewarding it at the earliest. In the industrial situation, this
relevance of this theory may be found in the installation of financial and non financial
incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward
incase of low standard work may also produce the desired result. However, researches
show that it is generally more effective to reward desired behavior than to punish
undesired behavior.
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Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial situation, it
has wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s
theory to interpret specific problems in personnel administration and industrial relations.

The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of
five categories. The lowest level needs are physiological and the highest levels are the
self actualization needs. Maslow starts with the formation that man is a wanting animal
with a hierarchy of needs of which some are lower ins scale and some are in a higher
scale or system of values. As the lower needs are satisfied, higher needs emerge. Higher
needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a
motivator. This resembles the standard economic theory of diminishing returns. The
hierarchy of needs at work in the individual is today a routine tool of personnel trade and
when these needs are active, they act as powerful conditioners of behavior- as
Motivators.
Hierarchy of needs; the main needs of men are five. They are physiological needs, safety
needs, social needs, ego needs and self actualization needs, as shown in order of their
importance.
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Self-
Actualization

Ego Needs

Social Needs

Safety Needs

Physiological Needs

Fig (2.1)
The above five basic needs are regarded as striving needs which make a person do things.
The first model indicates the ranking of different needs. The second is more helpful in
indicating how the satisfaction of the higher needs is based on the satisfaction of lower
needs. It also shows how the number of person who has experienced the fulfillment of
the higher needs gradually tapers off.

Physiological or Body Needs: - The individual move up the ladder responding first to
the physiological needs for nourishment, clothing and shelter. These physical needs must
be equated with pay rate, pay practices and to an extent with physical condition of the
job.

Safety: - The next in order of needs is safety needs, the need to be free from danger,
either from other people or from environment. The individual want to assured, once his
bodily needs are satisfied, that they are secure and will continue to be satisfied for
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foreseeable feature. The safety needs may take the form of job security, security against
disease, misfortune, old age etc as also against industrial injury. Such needs are generally
met by safety laws, measure of social security, protective labor laws and collective
agreements.

Social needs: - Going up the scale of needs the individual feels the desire to work in a
cohesive group and develop a sense of belonging and identification with a group. He
feels the need to love and be loved and the need to belong and be identified with a group.
In a large organization it is not easy to build up social relations. However close
relationship can be built up with at least some fellow workers. Every employee wants too
feel that he is wanted or accepted and that he is not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and
recognition, respect and prestige in the work group or work place such as is conferred by
the recognition of ones merit by promotion, by participation in management and by
fulfillment of workers urge for self expression. Some of the needs relate to ones esteem

e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this
means praise for a job but more important it means a feeling by employee that at all times
he has the respect of his supervisor as a person and as a contributor to the organizational
goals.

Self realization or Actualization needs: - This upper level need is one which when
satisfied provide insights to support future research regarding strategic guidance for
organization that are both providing and using reward/recognition programs makes the
employee give up the dependence on others or on the environment. He becomes growth
oriented, self oriented, directed, detached and creative. This need reflects a state defined
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in terms of the extent to which an individual attains his personnel goal. This is the need
which totally lies within oneself and there is no demand from any external situation or
person.

J.S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the
employee perceives inequity, she/he will act to correct the inequity: lower productivity,
reduced quality, increased absenteeism, voluntary resignation.

Vrooms Expectation Theory

Vroom’s theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Reward may be either positive or
negative. The more positive the reward the more likely the employee will be highly
motivated. Conversely, the more negative the reward the less likely the employee will be
motivated.

Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.

X Theory

Individuals inherently dislike work.

People must be coerced or controlled to do work to achieve the objectives.
People prefer to be directed
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Y Theory
People view work as being as natural as play and rest
People will exercise self direction and control towards achieving objectives they are
committed to
People learn to accept and seek responsibility.

Types of Motivation.
Intrinsic motivation occurs when people are internally motivated to do something
because it either brings them pleasure, they think it is important, or they feel that what
they are learning is morally significant.
Extrinsic motivation comes into play when a student is compelled to do something or act
a certain way because of factors external to him or her (like money or good grades)
Incentives
An incentive is something which stimulates a person towards some goal. It activates
human needs and creates the desire to work. Thus, an incentive is a means of motivation.
In organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both
financial and non financial incentives may be used by the management to motivate the
workers. Financial incentives or motivators are those which are associated with money.
They include wages and salaries, fringe benefits, bonus, retirement benefits etc. Non
financial motivators are those which are not associated with monetary rewards. They
include intangible incentives like ego-satisfaction, self-actualization and responsibility.
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INCENTIVES

Financial Incentives Non-financial

- Wages and Salaries. - Competition

- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits. - Workers participation

Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to drink;
it will drink only if it's thirsty - so with people. They will do what they want to do or
otherwise motivated to do. Whether it is to excel on the workshop floor or in the 'ivory
tower' they must be motivated or driven to it, either by themselves or through external
stimulus.

Are they born with the self-motivation or drive? Yes and no. If no, they can be
motivated, for motivation is a skill which can and must be learnt. This is essential for any
business to survive and succeed.Performance is considered to be a function of ability and
motivation, thus:
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Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a
slow and long process. On the other hand motivation can be improved quickly. There are
many options and an uninitiated manager may not even know where to start. As a
guideline, there are broadly seven strategies for motivation.

There are broadly seven strategies for motivation.

 Positive reinforcement / high expectations

 Effective discipline and punishment
 Treating people fairly
 Satisfying employees needs
 Setting work related goals
 Restructuring jobs
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PROCESS OF MOTIVATION

STEP 1 : PROVIDE A POSITIVE WORKING ENVIRONMENT

You don’t have to be the highest paying employer to provide a positive andattractive
work environment. One of the most important factors is how employees"feel" about
the company. Motivated workers are more committed to the job and tothe customer.
On the other hand, de-motivating workplaces force workers to votewith their feet.
Take for example Rodger McAlister who owns a constructionequipment dealership in
Kentucky. His turnover is almost nonexistent. His employees and service technicians
share a profit-sharing plan that possibly means$700,000 upon retirement. Every year
employees celebrate their work anniversary with a cake and receive $100.00 for
each year employed. Twice a year employee’s children receive a $50 savings bond
when they bring in their "all A’s" report card. To minimize the we-they syndrome,
every Friday employees rotate jobs. The person in the parts department becomes a
service technician and visa versa. This builds a stronger team and improves both
communication and retention

STEP 2--RECOGNIZE, REWARD AND REINFORCE THE RIGHT

BEHAVIOR

Reward and recognition is not just a nice thing to do, but a critical element in the
management toolkit. People have a basic human need to feel appreciated and
recognition programs help meet that need. The second aspect of this science is
management must create consequences for the behavior important for business
success. One of the easiest and most effective recognition programs is "peer
recognition." Peer recognition allows employees to reward each other for doing a good
job. It works because employees themselves know whom works hard and deserves
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recognition. Also, workers may value each other’s opinion more than
theirsupervisor’s. (Peer pressure) Managers can’t be everywhere all the time.
Therefore,the employees are in the best position to catch people doing the right things.

STEP 3--INVOLVE EVERYONE

Studies show that having workers involved at all levels has a major impact on
improving morale and motivation. TD Industries in Dallas, Tex., has a unique
way of making its employees feel valued and involved. One wall in the company
has thephotographs of all employees who have been with the company more
than fiveyears. This involvement program goes beyond just photographs, slogans,
posters,and HR policies. There are no reserved parking spaces for executives.
Everyoneuses the same bathrooms and the same water fountains. Everyone is an
equal.Maybe that’s why TD Industries was listed last year by Fortune magazine as one
of the Top 100 Best Companies

.STEP 4--DEVELOP WORKER'S SKILLS AND POTENTIAL

Well-trained employees are more capable and willing to assume greater control and
ownership over their jobs. They need less supervision, which frees management for
other tasks. Employees are more capable of taking care of customers, which builds
stronger customer loyalty. All this leads to better management-employee relationships.
When former Intel executive David House became CEO of Bay Networks, he realize
the troubled computer manufacturer’s problems involved some basic fundamentals. To
solve the problem, he created four courses to teach the practices that he’d set in place
at Intel: Decision-Making, Straight Talk, Managing for Results, and Effective
Meetings. He personally taught the courses to Bay’s 120 highest-ranking executives
who, in turn, taught the same courses to the other 6,000 employees. His personal
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example had a major impact on the entire company. Here are some tips for setting up
your own processes to help develop the potential of your employees:.

STEP 5--EVALUATE AND IMPROVE CONTINUOUSLY

Continuous evaluation and never ending improvement is the final step of the PRIDE
system. The primary purpose of evaluation is to measure progress and determine what
needs improving. Continuous evaluation includes, but is not limited to, the
measurement of attitudes, morale, turnover and motivation of the workforce. It
includes the identification of problem areas needing improvement and the design and
implementation of an improvement plan .Businesses continue to search for the
competitive advantage. It won’t be found with gimmicks or within the latest
management fad. The true competitive advantage is found within the hearts and minds
of motivated people proudly working together and led by people driven by a higher
purpose.
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7 TECHNIQUES FOR INCREASING MOTIVATION

Creative a Positive Work Environment

Motivate employees by giving them an upbeat, positive work environment. Encourage
teamwork and idea-sharing, and make sure staffers have the tools and knowledge to
perform their jobs well. Be available when employees need you to be a sounding board
or a dispute mediator. Eliminate conflict as it arises, and give employees freedom to
work independently when appropriate.

Set Goals
Help employees become self-motivated by helping them establish professional goals
and objectives. Not only does this give employees something to strive for, but your
business benefits when goals are tied to corporate contributions. Make sure goals are
reasonable and achievable so employees don’t get discouraged. Encourage them when
they hit notable milestones.

Provide Incentives
Increase motivation by providing incentives to work toward. You can create individual
incentives for each employee or team incentives to motivate employees as a group.
Financial incentives can include cash prizes, gift cards or restaurant gift certificates.
Nonfinancial incentives can include extra vacation days, compressed work weeks or
choice office space or parking spots.

Recognize Achievements
Celebrate employee achievements through employee-of-the-month or star performer
awards. Make a big deal out of accomplishments by celebrating at staff meetings. Print
certificates or engrave plaques, issue a press release or post a notice on your company
website. Recognize team accomplishments as well as individual efforts.
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Share Profits
Motivate employees with the incentive of a profit-sharing program. In this way,
employees increase their earnings when they help you increase yours. This approach
simultaneously promotes collective goal-setting and teamwork. It also gives
employees a sense of pride in ownership and can improve performance and reduce
turnover as well as raise morale.

Solicit Employee Input

Regularly survey employees about their levels of satisfaction. You can conduct
anonymous polls or hire an independent party to conduct a formal focus group. This
will help you catch potential morale breakers before they get out of hand. Soliciting
employee input also shows staffers that you care about their opinions and want to
continually improve working conditions.

Provide Professional Enrichment

Encourage employees to continue their education or participate in industry
organizations. Provide tuition reimbursement or send employees to skills workshops
and seminars. If an employee is motivated to an upward career path, offer mentoring
and job shadowing opportunities to keep them focused. Promote from within whenever
possible, and create opportunities to help employees develop from a professional
standpoint.
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IMPORTANCE OF MOTIVATION FOR EMPLOYEES

So, everyone knows that motivation is important, but if you are looking to build the
motivation of a workforce, it’s important to understand in some greater depth the
potential outcomes of this and the kinds of goals you will be after. With that in
mind, here are some of the advantages an organization will experience with a
motivated workforce:

Innovation and efficiency: Often, the first item to be mentioned, when it comes to
employee motivation, is productivity. However, this is not simply a question of
employees putting their noses to the grindstone and churning out a product. In an
economy that increasingly specializes in creative work, it’s important for
professionals to innovate in order to deliver quality output. And in order for them to
achieve this, they have to be driven. Those who are driven to perform will look for
better ways to produce quality work in the most efficient way possible.

Turnover reduction: Another major issue that can come up with lack of motivation
is a high rate of turnover. Not only is this costly due to the repeated cost of
onboarding, but, over time, it can also lead to an inability to recruit and retain top
talent. Those who actively pursue new opportunities can often be team members with
high potential for contribution and innovation, while those who stay in place may be
settling for their circumstances.

Poor teamwork: We often think of lacking motivation as being a problem that is

limited to individuals, but it can often accumulate across a team, and dissatisfaction
will have something of a domino effect. Also, as lacking motivation becomes a norm,
its effects can take hold of more and more team members
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Motivating your employees is vital to any business. A motivated workforce means a

highly productive staff, all of which will help you achieve your business goals. And
this should be a main objective in your organizational and business plan.
Before you build a motivational strategy, the first step you need to take is to
understand what motivates your employees. What drives them to their peak
performance will better help you develop programs that both motivate and retain the
best employees for your business.
While not every employee will be motivated by the same thing, focusing on a list of
key motivating programs can help. Your plan can include everything from monetary
incentives, rewards and recognitions, building programs that support work-life
balance, to simply creating a fun, relaxed office environment. The opportunities are
endless and the reward substantial.

Employee incentive programs are one of the easiest ways to incentivize your
workforce. While not every program needs to be monetary in nature, should you have
limited budgets, the end results are the same; employees become more motivated when
they are recognized and rewarded for good work.
These types of programs could include anything from bonus pools, rewards
recognitions such as "Employee of the Month", to spotlighting employees on corporate
websites or internal intranets. All will make employees feel connected and part of the
success of the business.

Many employers leave feedback for their annual reviews alone; this can be
detrimental. Employees need to feel recognized and appreciated, and taking time out to
give a simple "thanks" for a job well done is another strong employee motivator.
Frequently acknowledge good work.
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Employees want to feel that they are good at their jobs; they seek face-to-face
feedback from their managers. This should also include constructive criticism needed
to address issues and help employees perform their jobs more effectively. While
conducting formal reviews should be part of your ongoing strategy, periodic reviews
and impromptu sessions will provide your employees with the feedback they need to
succeed.

Employees want to feel that they are being heard, and more so in team
environments. Encourage feedback. This will help them feel that their opinions matter
and they have a role in defining the success of your business.
Set a positive tone. The tone of any company begins at the top and trickles down; it’s
your job to inspire your employees to have and create a positive environment. This can
be accomplished by employing simple techniques from asking your receptionist to
greet everyone with a smile, to encouraging employees to express their ideas openly.

The importance of employee motivation cannot be down-played. Ultimately when

employees are motivated this increases productivity, lowers turnover, and improves
overall performance.

WHAT CAN BE DONE TO INCREASE MOTIVATION

To get a start, you might consider these concepts and tactics in motivation building:
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It isn’t about money: An employee’s salary is the most fundamental incentive for
remaining in a position, and lack of a sufficient compensation can be a serious
demotivator. However, on the other side of the coin, money is not a powerful factor
in driving an individual to contribute quality work. Too often, motivation strategies
rest on the assumption that money will be the impetus for action.

People want to contribute to their full potential:An individual’s feeling that they
are not being sufficiently called on to employ their skills is often problematic.
Employees want to feel that they have the ability to apply their unique strengths to a
project.

Stress has a bell-curve: Managing responsibilities and workload for a team can be
tricky, as there is often a sweet-spot in terms of stress. If an employee has too little to
manage, this can sap motivation as much as an employee who is overly tasked and,
thus, considerably stressed.

It helps to feel like part of a team: As the workplace becomes increasingly virtual,
where co-workers on the same projects can be hundreds or even thousands of miles
apart, it takes some forethought on the part of the manager to retain some of the
coherence of a team that is in the same location.
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EMPLOYEE MOTIVATIONAL STRATEGIES

Employee InductionTraining

The research indicated that induction training is shown to positively impact on

employee’s productivity, which results in higher levels of employee motivation (Choo
& Bowley, 2007). Induction training provides opportunities for the employees to
broaden their knowledge and skills to engage in more efficient teamwork and achieve
individual growth and development. Numerous studies observe that workers who
receive training report higher levels of job satisfaction than those who do not, and the
development of competencies through various training programmes has a positive
impact on employee motivation(Marie, 1995).

Empowering the Employee Empowerment

‘a process of Enhancing Feelings of self Efficacy among Organisational members

through the identification of conditions that foster powerlessness, and through their
removal by both formal organisational practices and informal techniques of providing
efficacy information’. Empowered employees have higher levels of job motivation and
performance primarily because of their involvement in goal setting and in making
decisions that affect their work (Ugboro & Obeng, 2000).

Teamwork

Teamwork means working together, and typically involves groups of interdependent

employees who work cooperatively to achieve a common goal. Teamwork can still be
a source of employee autonomy, meaningfulness, bonding with team members, and
motivation. An effective team working together towards a common goal can enhance
the motivational properties of work and increase job motivation
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Management leadership

The relationship between leadership behaviour and job motivation has also received a
great deal of attention in past research. Prior research has examined the relationships
between management leadership and job satisfaction. As leaders take care to help and
support the contact employees and are concerned about their needs, these employees
will feel more satisfied (Church, 1995).

Employee compensation

Employee compensation systems are most frequently considered as one of the key
factors influencing employee satisfaction Prior researches has shown that employee
compensation has a positive influence on employee job satisfaction.

Salary, Wages and Conditions of Service

To use salaries as a motivator effectively, personnel managers must consider four

major components of a salary structures. These are the job rate, which relates to the
importance the organization attaches to each job; payment, which encourages workers
or groups by rewarding them according to their performance; personal or special
allowances, associated with factors such as scarcity of particular skills or certain
categories of information professionals or librarians, or with long service; and fringe
benefits such as holidays with pay, pensions, and so on. It is also important to ensure
that the prevailing pay in other library or information establishments is taken into
consideration in determining the pay structure of their organization.

Reward System

Reward is something that an organization gives to the employee in response to their

contribution or performance so that the employees become motivated for future
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positive behavior. The term ‘reward’ is something which is desired by the employees,
it can be cash reward like bonus or recognition such as naming a Best Employee of the
Month or Best Performer of the Month and free trips. It is very important that the
rewards have a lasting impression on the employee and it will continue to substantiate
the employee’s perception that they are valued. An organization’s reward system can
affect the performance of the employees and their desire to remain employed in the
same organization.

Rewards are very important for job satisfaction because it fulfills the basic needs as
well as it helps to attain the higher level of goals. Earnings is the way by which worker
get to know that how much they are gaining by dedicating their time, effort and skills
in a job.

Today a major concern in business is flexibility at work. The one thing becomes very
clear that money is not ultimate. Employees are willing to trade a certain amount of
money for reduced work hours in their schedules. It is argued by the researchers that
reduced work hour options should have the potential of win-win situation for both
individuals and organizations. Distress and fatigue from excessive time on job can lead
to decline in performances of the employee and also it affects the safety level.

A large amount of time at work is not a good predictor of productivity and it is

observed that periods of time away from work can be extremely beneficial to the
quality of person’s work. It is more cost-effective and productive for management to
design the work arrangements to fit the human than to force the human to fit into the
system. Thus practices like learning organization, Career planning & Development,
Work Environment, Reward system, Team Spirit, Quality of Work Life etc. will
improve retention
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MOTIVATIONAL CHALLENGES

The framework of motivation indicates that motivation is a simple process. But in

reality, the task is more daunting One reason why motivation is a difficult task is that
the workforce is changing. Employees join organizations with different needs and
expectations. Their values, beliefs, background, lifestyles, perceptions and attitudes are
different. Not many organizations have understood these and not many HR experts are
clear about the ways of motivating such diverse workforce. Motivating employees is
also more challenging at a time when firms have dramatically changed the jobs that
employees perform, reduced layers of hierarchy ,and jet usoned large numbers of
employees in the name of right-sizing or down-sizing .These actions have considerably
damaged the level of trust and commitment necessary for employee to put in efforts
above minimum requirements some organization have resorted to hire and fire and pay
– for- performance strategies almost giving up motivational efforts. Such strategies
may have some effects (both positive and negative) but fail to make and individual
overreach him or her Third, motives can only be inferred, but not seen. The dynamic
nature of needs offend poses challenge to any manager in motivating his or her
subordinate. An employee, at any given time, has a various needs, desire, and
expectations. Employees who put in extra hours at work to fulfill their needs or
accomplishment may find that these extra hours conflict directly with needs for
affiliation and their desire to be with their families However, there is no shortage of
models, strategies, and tactics for motivating employees. As a result, firms constantly
experiment with next motivational programmed and practice.
 28

COMPANY PROFILE

Infosys is a global leader in consulting, technology, and outsourcing and next-

generation services. We enable clients in more than 50 countries to outperform the
competition and stay ahead of the innovation curve. With US$8.83 bn in LTM Q1
FY16 revenues and 179,000+ employees, we are helping enterprises renew themselves
while also creating new avenues to generate value. We provide enterprises with
strategic insights on what lies ahead. We help enterprises transform and thrive in a
changing world through strategic consulting, operational leadership, and the co-
creation of breakthrough solutions, including those in mobility, sustainability, big data,
and cloud computing.

In 1981, seven engineers started Infosys Limited with just US$250. From the
beginning, the company was founded on the principle of building and implementing
great ideas that drive progress for clients and enhance lives through enterprise
solutions. For over three decades, we have been a company focused on bringing to life
great ideas and enterprise solutions that drive progress for our clients.

We recognize the importance of nurturing relationships that reflect our culture of

unwavering ethics and mutual respect. It’ll come as no surprise, then, that 98.4 percent
(as of June 30, 2015) of our revenues come from existing clients.

Infosys has a growing global presence with more than 179,000+ employees. Globally,
we have 85 sales and marketing offices and 100 development centers as at March 31,
2015.

At Infosys, we believe our responsibilities extend beyond business. That is why we

established the Infosys Foundation – to provide assistance to some of the more socially
and economically depressed sectors of the communities in which we work. And that is
 29

why we behave ethically and honestly in all our interactions – with our clients, our
partners and our employees.

as 500209
INFY
INFY
BSE SENSEX Constituent
CNX Nifty Constituent

Industry IT services, IT consulting

Founded 2 July 1981

Narayan Murthy
Founder
Nandan Nilekani
N. S. Raghavan
S. Gopalakrishnan
S. D. Shibulal
K. Dinesh
Ashok Arora

Headquarters Electronics City, Mysore,Karnataka, India

Area served Worldwide
Key people R Seshasayee (Chairman)
Vishal Sikka (CEO & MD)

Services business consulting andoutsourcing services

US$ 2.26 billion (Quarter and 30 June 2015)[1]
Revenue
Operating income US$ 0.54 billion (Quarter and 30 June 2015)[1]
US$ 0.48 billion (Quarter and 30 June 2015)[1]

US$ 10.59 billion (Quarter and 30 June 2015)[1]

Total assets
US$ 8.46 billion (Quarter and 30 June 2015)[1]
Total equity
 30

Number of employees
187,976 (30 September 2015)[2]

Divisions Infosys BPO Limited

Lodestone Management Consultants

Website infosys.com

It provides software development, maintenance and independent validation services to

companies in banking, finance, insurance, manufacturing and other domains.

One of its known products is Finacle which is a universal banking solution with
various modules for retail and corporate banking

An initial public offer (IPO) in February 1993 with an offer price of ₹95 (equivalent
to ₹350 or US$5.30 in 2015) per share against book value of ₹20 (equivalent to ₹74
or US$1.10 in 2015) per share. The Infosys IPO was under subscribed but it was
"bailed out" by US investment bank Morgan Stanley which picked up 13% of equity at
the offer price. Its shares were listed in stock exchanges in June 1993 with trading
opening at ₹145 (equivalent to ₹530 or US$8.00 in 2015) per share

In October 1994, it made a private placement of 5,50,000 shares at ₹450 (equivalent

to ₹1,500 or US$23 in 2015) each against book value of ₹10 (equivalent to ₹34 or
51¢ US in 2015) per share to Foreign Institutional Investors (FIIs), Financial
Institutions (FIs) and Corporates.
 31

INFOSYS MOTIVATIONAL TECHNIQUES

When a company is in transition phase, it needs a dynamic leader, someone

like Infosys' CEO Vishal Sikka, who knows exactly what changes he wants and how
they can be achieved.

Just a year old in the company, he has brought hope that India's second largest
software exporter could make a shift from a "has been" to a "relevant" player in the IT
sector.

Sikka wants to make Infosys the IT bellwether again. He brought some changes to the
rule book to enhance office work culture in order to make the company look like a
new-age, youthful, agile firm, very different from the traditional Indian IT services
firms. Here we list for you some of the significant changes he has introduced to the
way Infosys will work hence forth:

1. Employees can junk formals:

Do you like wearing ties. Of course No! Almost everyone hates wearing ties. Giving
relief to his employees, the Infosys CEO told them that they could stop wearing ties.
That means, they can wear jeans, t-shirts or anything they like. The idea is to make
them comfortable in the office.

2. Extending maternity leave is now simpler:

Just drop a mail to your manager or boss, explaining the reasons. There is no need to
give any embarrassing verbal explanations to your boss.
 32

3. Lengthy processes get simplified:

If you want to get transferred to a different location due to some personal reasons, you
need not go through any complex procedure and give long explanations. The company
has further institutionalized family events, including carnivals for employees'
children.

4. Improving employee engagement:

Infosys has asked its employees to be part of the company's decision-making process:
It started motivating its employees to share their ideas. Sikka came up with
Murmuration, aimed at crowd-sourcing ideas from employees. Over two weeks,
26,000 employees shared more than 2,500 ideas. Employees voted on the ideas that
they felt were most relevant, and ten ideas were shortlisted for execution.

5. Bridging communication gaps:

Sikka started a trend to interact frequently with his employees via blogs, town halls,
InfyRadio, and InfyTV. He gives prompt replies to all the employees on Yammer, the
enterprise communication platform.
The effects are now visible! The mood in Infosys' campus is very different from what
Sikka inherited last year. Infosys' attrition has dropped to 14.2% (June quarter) from
23.4% in the same period last year.

Moreover, the company has revamped its traditional training programme and started
rolling out a new learning framework for entry-level employees as part of Sikka's
 33

strategy to position the firm as different from its peers.

Infosys has also registered a 5% rise in its profit at Rs 3,030 crore for the first quarter
of FY16 ended June 30, 2015. The software major retained its full fiscal year sales
outlook on large outsourcing deal wins from overseas clients

Employee motivation techniques are a great way to create excitement. Techniques can
be cutting edge creative and new. Or you may just want to use techniques with a
proven track record.

Many leaders would like their employees to be willing to run through a wall for them.
They would like to have employees who would be willing to do anything we ask. At
the same time being highly productive and efficent. Now wake up from that dream!
and have a cup of reallity.

The reallity of it all is that hopefully your lucky to have a one or two employees that
are like that. So here lies your problem of creating employee motivation in the
workplace.

Employee Motivation Techniques

Employee Motivation Techniques to Pump Excitement into The Workplace

Business Promotion

Many companies today do not use this employee motivation technique due to budget
restrictions. This technique used in Infosys has positive feedback both inside and
outside the workplace employees are given small things like pencils, pens, or even
coffee mugs. All with companies logo on the them. even choose to do polo shirts, hats
 34

and jackets. With many great graphic software options employees and company will
Surveys

Surveys are used in Infosys widely today by almost in company. Surveys are designed
to provide feedback about any topic. Companies than use the feedback to discover
problems and solutions. They may even shed light on possible new opportunities that
were previously overlooked.

Determination of barriers

Employee motivation techniques like surveys can be used in the determination of

whether any barriers exist. Barriers can take the form of ethical issues and problems
with co-workers just to name a few. It's critical to indentify these existing roadblocks
and eliminate them for an easier motivating process.

Understanding Employees

Infosys Spends a little time with each of your employees will go a long way. Dont just
talk about work, try to find out what they like to do outside of work. These will be
things you can talk about form time to time. Your employees will come to the
conclusion that you actaully care about them.

Leaders will also learn what makes each employee tick. These facts will help them run
their business more effectively. The most important point here is that they will not feel
just like a number. There is great article on this technique in detail and here is the link
to "Manging One to One" from Inc magazaine.
 35

Building Employee Recognition Program

Employee recognition programs can be as big or small as want. These programs are
designed to motivate employees through awards.

The problem with many of these recognition programs is that the awards are sub par. I
have found employees to seek awards with more value. Not just a plaque on the wall.

Set up an employee of the month program. awards like gift cards, days off, choice of
shifts, etc, to really create excitement traditional things like plaques and coffee mugs
that say employee of the month. They will feel like you went out of your way for them.

Enjoyable Work Environment

This may be one of the most important techniques. Having a pleasant workplace
environment will help in motivating employees and increase performance. Having fun
is also a great way to manage Stress . infosys Put together an impromptu wiffle ball
tournament. Run this event during lunch breaks for example. Gets management team
together and wash some cars.

Assemble Roundtable Committee

Bring together five or six key people like mid level leaders, Department Heads, etc.
Then have that group elect one representative. This individual will meet with
management to discuss issues and concerns of the employees.

There is no I in Team

This employee motivation technique can be sometimes difficult to create. There are
times when some employees just don't trust or like each other. As leaders sometimes
 36

we have to force the issue to build teamwork. Group employees into different groups
for a variety of projects. Tie these projects together with a recognition program and
make it an contest. Keep in mind that you should do something for the entire
workplace no matter what the outcome. This will help you keep the peace.

Positive Reinforcement

When it comes to human nature we all like to be appreciated. And in business this is
no different. This employee motivation technique can be used daily and will be
effective. In the past leaders have used fear tatics or other bad management practices.
These ways just create an negative atmoshpere.In today's world there are so many
negative things going on. So it is no surprise that it effects the workplace. As leaders
we need to make an commitment to appreciating our employees. Don't just say "good
job", go out of your way by buying coffee and donuts or lunch.

Build Trust and Respect

Building trust and respect is hard engouh in life. In Infosys it is just as tough if not
harder. Workplace motivation will be non existent if there is not some level of trust
and respect. There is no quick way to build trust and respect. It has to be built over
time. We need to know if we can count on our employees. One way to start building
trust is to give employees special projects with deadlines that are important .In order
for leaders to earn respect they need to treat others with respect. If you would like
someone to respect you keep this in mind. Every move you make like decisions and
comments will be judged. Even the way you speak to customers and coworkers will be
judged. This will be the basis for someone to decide whether or not to respect you.
 37

Cross Training

The most common purpose of cross training is for sevreral people to have knowledge
of other coworkers jobs. This will solve coverage problems like days off and
vacations. This technique is a great to way to create empoloyee motivation through out
your comapnay. This employee motivation technique will benifit the employees by
increasing skills learned, possible advancement and job security. These employee
motivation techniques should give you a solid base to get started. We suggest that you
pick two or three techniques that fit your comapany. In my opinion; the best and most
effective technique you can use is positive reinforcement. Use this technique daily and
you will be on you way to creating a positve workplace
 38

CONCLUSION

Impact of the motivation level of the employee with th employee performance with
the effect of the training in the education sector. In the education sector motivation
play positive results in the performance as well motivation increase as well as
employee performance is increase. Our results also show the positive relationship. If
the EMPLOYEE PERFORMANCE .Increase they contribute more in the
organization. Its show high performance as well as high motivation level.
Motivation directly affects the rewards and promotion. The paper gives the
relationship with the HR practices like performance, reward, motivation as well as
the promotional factors in the education sector. According to the results it is positive
impact with the rewards as well as the training. Training needed to created positive
results among the employees. With the training promotion is other factor to increase
it. Performance of the employees indicated significant relationship with the financial
rewards as well as non financial rewards. With the light of the results motivation
factor is the one of them impact positively on the performance with the intervention
of the training. Training helps to investigate overall performance of the employee.
Training session cover the quantitative as well as qualitative manners. Organizations
evaluate the employees through training process. For creating betters results
organization invest a lot of the resources for the fulfillment of the training need for
improving skills and training programs. Training and the employee process is
completely linkage with the competition. Training promotes competitive advantage
with reference with the context of the job satisfaction as well as performance and
decrease non attendance issues.
 39

BIBLOGRAPHY

https://en.wikipedia.org/wiki/Motivation

http://edutechwiki.unige.ch/en/Motivation

http://www.analytictech.com/mb021/motivation.htm

http://www.businessdictionary.com/definition/motivation.html