It is always essential for a concern to access its strategies and reshape its destiny. It is necessary for every organization to study the different aspects that affects the organization development. Every study has a clear and specific scope.
In this survey the emphasis is on the motivation of employees. The scope of the study involves the preparation of questionnaire and data of the company. Methods comprise the procedures used for generating, collecting and evaluating data.
Methods are ways of obtaining information useful for assessing explanations. It consists of three steps: Pose a question, collect data to answer the question, and present an answer to the question. Research Design: The type of research chosen for the study is descriptive research. In descriptive research various parameters will be chosen and analyzing the variations between these parameters.
This was done with an objective to find out the motivation level of the employees. Data Sources: The data collected for the study is mainly through the distribution of questionnaire; to be precise the data collected for study was both primary and secondary sources. Primary Data: Primary data is the information collected for the first time; there are several methods in which the data is complied. In this project it was obtained by mean of questionnaires.
Questionnaire was prepared and distributed to the employees. Secondary Data: Secondary data needed for conducting research work were collected from company websites, library and search engines. Research Instrument: In this study the primary data was collected by survey technique. In this we distributed the questionnaires to the respondents. The researcher structured the questionnaire in the form of: 1. Close Ended Questions 2. Multiple Choice Questions.
Questionnaire: A questionnaire is a sheet of paper containing questions relating to contain specific aspect, regarding which the researcher collects the data.
Because of their flexibility the questionnaire method is by far the most common instrument to collect primary data. The questionnaire is given to the respondent to be filled up. Sampling Design: Sampling design is to clearly define set of objective, technically called the universe to be studied.
Sampling technique used is simple random sampling method. Sample Size: This refers to the number of items to be selected from the universe to constitute a sample. The sample size for this study was taken as Statistical Tools Used: The data collected was analyzed by employing the following statistical technique: Percentage analysis: Percentage refers to special kind of ration. It is used in making comparison between two or more series of data.
It is used to describe relationship. It is used to analyses the data. Bar charts, pie charts were used to explain tabulation clearly. As the respondents were busy with their work, it was difficult for the researcher to meet the respondents and gain information.
The study was limited to a short period only. The data depends totally on the respondents view, which may be biased. In this study the sample size is The findings of the study cannot be applied to all other fields since it lacks external validity. Jones and J. George from the book "Contemporary Management. The purpose of motivation is to create condition in which people are willing to work with zeal, initiative.
Interest, and enthusiasm, with a high personal and group moral satisfaction with a sense of responsibility. To increase loyalty against company. For improve discipline and with pride and confidence in cohesive manner so that the goal of an organization are achieved effectively. Motivation techniques utilized to stimulate employee growth.
For the motivation you can buy mans time. Physical presence at a given place. You can even buy a measured number of skilled muscular motions per hour or day. Performance results from the interaction of physical, financial and human resource.
For the achieving a desired rate of production. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise. 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.
The rates of labors turnover and absenteeism among the workers will be low. There will be good human relations in the organization as friction among the workers themselves and between the workers and the management will decrease. The number of complaints and grievances will come down. Accident will also be low. 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. Growth: Feeling that they are growing and developing personally Inclusion: To belong is a fundamental need, whether as a member of a family, peer group, network, team or company.
Its human nature to want to be on the inside, not the outside. Purpose: Today people care more about what happens tomorrow, and want to contribute to ensuring the future of our children, and the health of our communities and planet.
Trust: The fabric that holds it all together and makes it real is trust. Intrinsic Motivation is based on taking pleasure in an activity rather working towards an external reward.
Extrinsic motivation Extrinsic motivation refers to the performance of an activity in order to attain an outcome, which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity.
A crowd cheering on the individual and trophies are also extrinsic incentives. Social psychological research has indicated that extrinsic rewards can lead to over justification and a subsequent reduction in intrinsic motivation. In one study demonstrating this effect, children who expected to be and were rewarded with a ribbon and a gold star for drawing pictures spent less time playing with the drawing materials in subsequent observations than children who were assigned to an unexpected reward condition.
For those children who received no extrinsic reward, Self-determination theory proposes that extrinsic motivation can be internalized by the individual if the task fits with their values and beliefs and therefore helps to fulfill their basic psychological needs. By knowing what encourages an employee to do his or her job, a company will be able to implement different policies to increase the performance of the workers. In order to understand employee motivation, one must realize that people are different.
This means that different things motivate different employees. Achievement One type of employee motivation is achievement. In this type of employee motivation, the worker is driven by the goal itself. This in a sense is like climbing a mountain because the mountain is there. Employers often make use of this by presenting challenges to the employees. In making use of this type of employee motivation employers often include incentives such as a promotion or cash.
However, for the employees, the incentive is only a bonus to the achievement. Advancement For some employees, their motivation is the prospect of rising up in the ranks of the corporation.
They work hard in order to catch the eye of the boss and probably get a promotion. This type of employee motivation is characterized by ambition. Of course, there are times when this type of employee motivation can be dangerous. Sometimes, superiors may find their jobs in danger because of an advancement-motivated employee.
However, if handled properly, an employee whose motivation is advancement can be the best in the business. As such, this type of employee motivation should be handled carefully. Pressure Some employees work harder under pressure. This employee motivation is rarely manifested consciously in a worker. It is often the case that an employee unknowingly piles pressure on him or her and this pressure pushes them to work harder.
Sometimes, pressure is used by and employee to see just how far he or she would be able to go. However, this type of employee motivation can have some very negative results, considering the fact that every person has a limit. In fact, it often ends up in a breakdown of some sort.
Fear This is one of the most commonly used employee motivation techniques. Employees are often threatened with termination if they fail to meet certain objectives. Of course, if an employee does not handle pressure very well, this type of employee motivation technique could be detrimental to his or her work performance.
The key to the best employee motivation technique is balance. You need to understand that people have different preferences. Since it is virtually impossible to meet every employees motivation needs, you must develop a technique that incorporates all of the elements of employee motivation.
In doing so, you will be able to ensure your companys continued growth. Table 4. The above table shows about the satisfaction level of employee with their break timings. The above table shows the motivation level of the employees with regard to good working conditions of the organization.
Motivation of employees can still be increased so as to increase the efficiency and satisfaction of work. Employer should encourage and support the employee. Employee- employee relation: Only a few of the employees trust their co-workers, therefore this area needs improvement. Group activities should be encouraged more so that employees can work together and thus strengthen their relation.
More informal gatherings should be encouraged so that they can know each other. Few of the employees are not satisfied with the lunch breaks, rest breaks provided it can be extended. Some of the employees are not satisfied with the relationship between the top management they should be free to speak with their employees. The motivational strategies used in IGP Engineers pvt ltd are very good.
The employees are found to be motivated and they are happy with the pay structure, benefits, work hours, freedom to work etc. The organization has to be appreciated for keeping the employee highly motivated and thereby helping them to meet personal as well as organizational goals. The salary increments given to employees who do their jobs very well motivates them. Financial incentives motivates me more than non financial incentives.
I am satisfied with the salary I draw at present. I am satisfied with the lunch break, rest breaks and leaves given in the organization. Good physical working conditions are provided in the organization. The employees in the organization feel secured in their job. The retirement benefits available are sufficient.
The medical benefits provided in the organization are satisfactory. Visibility with top management is important to me.
I feel that my superior always recognizes the work done by me a Strongly agree e Strongly disagree Q. I feel that the job I do gives me a good status. I am satisfied with the responsibility and role that I have in my work a Strongly agree e Strongly disagree b Agree c Neither agree nor disagree d Disagree b Agree c Neither agree nor disagree d Disagree b Agree c Neither agree nor disagree d Disagree.
The quality of the relationships in the informal workgroup is quite important to me. I am satisfied with the support from the HR department. In this organization there is fair amount of team spirit. I want to be the best at my own job. I generally like to schedule my own work and to make job-related decisions with a minimum of supervision. I find opportunities for advancement in this organization. Ashwathappa 4th edition. Human Resources Management, V. Open navigation menu.
Close suggestions Search Search. Motivation is the desire within a person causing that person to act. People usually act for one reason: to reach a goal. Thus, motivation is a goal directed drive, and it seldom occurs in a void. The words need, want, desire, and drive are all similar to motive, from which the word motivation is derived. Understanding motivation is important because performance, reaction to compensation, and other HR concerns are related to motivation. The modern workforce now includes employees spanning three distinct generations.
While all employees are inherently different despite age, differences between these generations do follow common themes— each has its own knowledge, strengths and weaknesses. Managers must know how to work with them all to maintain a successful business.
If you understand a little bit about each group you will appreciate what motivates them to maximize their output, leading to fulfilling opportunities for everyone. The answer to the frequently asked question of how to motivate employees has two parts. First use short term techniques to warm up your employees. Then move on to putting bigger programs in place for long term effects.
Short term techniques and ideas work and should be used at every opportunity. Even if a long term motivation plan doesn't exist. They are great ways to inject some short bursts of excitement into the workplace. Just keep in mind that they will be less and less effective over time.
This is why it is so important to use them in conjunction with long term programs. By observing what someone says or does in a given situation, one can draw reasonable inferences about his or her underlying motivation. As it is used here, the term motivation refers to the psychological process that gives behavior purpose and direction.
By appealing to this process, managers motivators attempt to get individuals to willingly pursue organizational objectives. Motivation is a psychological force within an individual that sets him in motion for achievement of certain goals or satisfaction of certain needs. Psychologists believe that if we can identify what motivates a person, we can understand the person.
It is the energy that gives them the strength to get up and keep going even when things are not going their way. Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors.
It is a group phenomenon which affects the nature of an individual's behavior, the strength of the behavior, and the persistence of the behavior. For instance: an individual has not eaten, so he or she feels hungry, and as a response he or she eats and diminishes feelings of hunger. There are many approaches to motivation: physiological, behavioral, cognitive, and social.
It is the crucial element in setting and attaining goals—and research shows you can influence your own levels of motivation and self-control. According to various theories, motivation may be rooted in a basic need to minimize physical pain and maximize pleasure; or it may include specific needs such as eating and resting; or a desired object, goal, state of being, or ideal; or it may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality.
Conceptually, motivation should not be confused with either volition or optimism. Motivation is related to, but distinct from, emotion. The objective of this research is to understand the employee motivation in the new framework. Data collection methods are an integral part of research design Sekaran, The selection of an appropriate method depends on the nature of the problems.
However, data collection method for this study is based on secondary documents study. This paper has illustrated the importance of motivation in an organisation and has made it clear that it is advisable for any organization to develop new perspectives for motivating employees : the notion that successful organisations are those that best deploy their human resource in the way that they would deploy any other resource.
As such, motivating factors inside humans must be recognized in order to enhance efficiency and productivity and then embark on satisfying their needs to improve their efficiency. In addition, all authorities in the filed of management regard motivation as a complex behavior and thus with a multidimensional nature. As a result, the understanding and the application of motivation is dependent on the knowledge and skills needed to apply it.
The exploration of motivation provide answers to questions dealing with human behavior: Why humans working organizations? Therefore, mangers can take easily some actions to fulfill organizational goals in cooperation with the employees and successfully perform their other roles by gaining a mastery of how to motivate employees. Accordingly, making employees satisfied and getting them more interested in their jobs as well as the fulfilment or organizational goals is of vital importance.
Abzare et al. The population under study included all employees working in major public and private hospitals in Isfahan in all job levels such as including medicine, paramedicine, nursing, and administrative- logistic positions. The sample size was determined using limited sample size formula and employees were selected through simple random sampling and included in the research sample.
The instrument used to collect the dat was a item questionnaire with three scales of material, spiritual, and organizational factors. The validity of the questionnaire was confirmed by face validity and its reliability was estimated as equal to 0. The results indicated that there was a significant different between the mean scores of occupational level, employment status, and education level.
Employees in the public and private hospital under study had different motivational priorities so that spiritual factors were considered more important in the public hospitals than in the private hospitals. Ostovar et al. The results indicated that the managers and the employees held consistent views about the hierarchy of needs.
In other words, there was no significant difference between motivational factors in the views of the managers and the employees. Bakhshi Ali Abadi et al. The most important extrinsic factors affecting job motivation were salary, job security, workplace conditions, the quality of communication with others, supervision, and policies governing the workplace and the most significant intrinsic factors were the nature of job, appreciating employees, job development, and job success, respectively.
It was also noted that salary and job security are the most important predictors of job motivation. Rezaie et al. Age, participation in promotion activities, interest in farming and ranching activities were entered into the regression equation in three steps. Vioasami et al. Wangi et al. However, personal characteristics such as age, gender, marital status, education level, and job experience are less associated with employee motivation.
Similarly, factors such as financial and nonfinancial rewards were also found to be significant in this regard. In another study done by Timreck , participants considered factors such as the feeling of success, recognition, responsibility, and getting promotion as important motivational factors while feeling guilty and threat were seen as negative factors. For success in today's difficult workplace environment.
You better have a strong understanding of how to create long lasting performance and morale. Many leaders think they understand how to create motivation in the workplace. The problem here is that they think we have an idea of how it works. But actually they just don't have a strong enough understanding. Leaders who do understand will not make the following types of statements. These statements may have worked in the past. Employees constantly hear of cost cutting tactics like payroll, benefits, and layoffs.
Not to mention a bad economy. So you shouldn't be to surprised that morale is low. To make matters worse many leaders increase employees responsibilities with little or no pay increases. Never has there been a more important time to invest in their employees.
It's a priority to look more closely at building positive motivation in the workplace. These employees are the engine that drives the car. Employee motivation ideas can range from simple to extravagant. Many of these employee motivation tips show you how to increase employee motivation in the workplace. But where do you actually start the process of motivating. There are basically two ways to look at motivating in the workplace.
One way is developing short term motivation. This type is essential a quick boost to morale. The second way is to build long lasting motivation. Building sustainable employee motivation takes quite a while and is a constant work in progress. This is not to say that gift cards and recognition awards simply don't work. The truth being is that they are quite effective. Employees are the heart and soul of every organization. Without them you have nothing. This is the answer to the question why is employee motivation important?
And yet, it still surprises me to see how many companies still choose against trying to build long lasting employee motivation. Deciding which employee motivation ideas to take on vary from company to company. What works for one company may not work for another.
This is part of the reason why motivating employees is challenging and a constant work in progress. The overall goal should be to developed a positive workplace environment with the constant focus on motivating and retaining employees Multi-generational Employee Motivation The modern workforce now includes employees spanning three distinct generations.
Baby Boomers Baby boomer is a term referring to a person who was born between and Economists predicted that this period would be partly defined by baby boomers retiring en masse. However, as a result of the recession, many have either elected or been forced to extend their careers. Their concerns about their financial future and desire to retire, therefore, should not be taken lightly.
Although they are loyal, if you want to keep hold of them make them feel valued. Their experience is invaluable, especially when you have a workforce full of enthusiastic, but often erratic millennials. Facilitate the passing of knowledge between generations, but remember that baby boomers tend to be independent, so let them do so as they feel comfortable. Generation X Gen X employees are technologically and internet-savvy, having seen modern technology introduced during their youth. Many of this generation grew up without heavy parent supervision so as a result, also tend to be unafraid of working independently and taking risks.
However, GenX is the generation of instant gratification and they believe in a good work-life balance, so make sure they have the freedom to strike that balance or they will seek it elsewhere. Generation Y Apart from the baby boomers, GenY has been affected most by the recession.
They are pragmatic and hard-working, but they are jaded by the recent economic downturn and its effect on their job-search. Provide ample opportunities in-house to progress or to further their education to avoid losing staff to your competitors. In addition to personality differences, managers may have issues with the generational spread because they feel that this generation simply does not have the same set of skills as previous generations.
Maslow acknowledged that people really have many needs and they vary in strength. He arranged all needs in pyramid shape. Those basic need like shelter, food and needs for daily survival comes at the bottom, while needs which is less important to staying alive are higher on the pyramid. We must meet needs in lower level before we move onto the next level. Physiological Needs These are the needs which are required for the survival and maintenance of human life, such as — air, water, food, drink, shelter, etc.
Social Needs When a person has met all his lower level physiological and safety needs then his higher level needs become important, the first of which are social needs.
Social needs are those which are related to interaction with other people and may include i need for friends ii need for belongingness, etc. Maslow said that love involves a healthy relationship between two people, which includes mutual respect, admiration and trust.
These needs are concerned with prestige and respect of the individual such as competence, achievements, knowledge, initiative and success. These needs are generally found in persons whose first four needs have already been fulfilled. This theory is based on the research carried out by Herzberg and his associates on a group of employees of a paint company. It was found that factors that caused satisfaction were different from those that caused dissatisfaction. So, he divided those responses in two general categories: -- 1.
However, if these conditions are not present, they do not cause dissatisfaction. Maintenance Factors There are some conditions of a job which operate primarily to dissatisfy employees when they are not present. Herzberg called these factors maintenance or hygiene factors, since they are necessary to maintain current status, i. The importance of these needs will vary from one person to another. If one can determine the importance of these needs to an individual, it will in deciding how to influence that individual.
Need for Achievement nAch It is the drive to excel and achieve with respect to a predefined set of standards. Succeeding at a task is important for achievers.
High achievers prefer immediate feedback on their performance and they generally undertake tasks of moderate difficulty. They neither go for very difficult tasks nor for a very easy one because in the former case they get no achievement satisfaction from accidental successes, and in the later case there is no challenge for their skills. Need for Affiliation nAff It is the desire for friendly and close interpersonal relationships.
If asked to choose between working at a task with those who are technically competent and those who are their friend, high nAff individuals will choose their friends. People dominated by the affiliation need would be attracted to jobs that have a considerable social interaction. Need for Power nPow People with a need for power tend to exhibit behaviour such as out-spokenness, forcefulness, willingness, to engage in confrontation, and a tendency to stand by their original position.
They often are persuasive speakers and demand a great deal from others. People with high need for power seek the position of leadership. The need power combined with achievement need can lead to productive and satisfying result Creating Motivation in the workplace Every leader and organization realizes the importance of a positive workplace environment.
Developing a good workplace culture will not happen over night, it will take some time. There is no exact science to estimate how long the it will take to improve motivation for employees. The results of using good employee motivation techniques will outweigh the length of time.
Merit Increases Merit increases are a simple pay increase that is awarded to an employee who has excelled in performance and productivity. Many companies allow this type of pay of merit award but with restrictions regarding timeframes and limits.
They also may require you to do a an employee performance review. Smaller companies that have less restrictions benefit well using this technique. Recognition Using recognition has always been a solid answer to how to motivate employees. Its all about appreciating your staff and letting them know that they are doing good.
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