Description
The doc highlights on Motivation.
1
Index
PROJECT SYNOPSIS........................................................................ 1
HYPOTHESIS..............................................................................................2
STUDY METHODOLOGY.................................................................3 COMPANY INFORMATION...............................................................4 EVALUATION PRPOCESS................................................................5 MOTIVATION QUESTIONNAIRE.......................................................7 ANALYSIS OF DATA........................................................................ 9 CONCLUSION............................................................................... 15 RECCOMENDATIONS.................................................................... 16 BIBLIOGRAPHY/REFERENCES.......................................................17
PROJECT SYNOPSIS
The objective of this project was to study the importance of Motivation within an organization. Motivation refers to the initiation, direction, intensity and persistence of human behavior. Motivated employees always look for better ways to do a job. Motivated employees are more quality oriented and more
2
productive. As Performance can be formulated as product of Ability and Motivation, results occur when motivated employees are provided with opportunity and resources. The study revealed the overall Motivation level of the employees with the current system. Impact of factors like Needs, performance monitoring, feedback and behavior modification on the employee’s Motivational levels has also been incorporated in the report. It was observed that out of the 12 employees interviewed, 75% felt motivated towards their work while rest 25% felt that motivational level is average. None of the employees interviewed showed any dissatisfaction towards the system.
HYPOTHESIS
This study is based on Maslow’s Hierarchy of Needs Theory which he often presented as a pyramid, with self-actualization at the top as the highest of those needs (or conflicts or tensions) in one’s life. The base of the pyramid is the physiological needs, which are necessary for survival. Once these are taken care of
3
(resolved), an individual can concentrate on the second layer, the need for safety and security. The third layer is the need for love and belonging, followed by the need for esteem. Finally, SelfActualisation forms the apex of the pyramid. Maslow also proposed that people who have reached self-actualization will sometimes experience a state he referred to as "transcendence," in which they become aware of not only their own fullest potential, but the fullest potential of human beings at large. In today’s day and age, organizations have become aware of what motivates the individual employee. Many organizations have woken up to the concept of self-actualisation, and now actively encourage their workforce to realize this, as also make available the necessary resources to reach this stage. A self-actualised individual is always an asset to the organization. Employees with a certain level of lower educational qualification and experience are not motivated enough to reach the self-actualization stage The aim of the study conducted was to find out if these employees are more aware about the concept of self-actualization, and if they are more committed to achieve the maximum potential in their lives. Also an attempt was made to find out if the jobs offer the scope for self-actualization or selfactualization is sought elsewhere.
STUDY METHODOLOGY
The study was conducted in the following stages:
1.
The first stage involved a study at Mahanagar Telephone Nigam Limited, Thane. Information was gathered about HR
4
practices towards increasing employee Motivation, which are currently practiced in the company.
2.
The second stage involved preparing a questionnaire to analyze whether the employee opinion about the existing system.
3. Data from questionnaires was formulated and analyzed. The questionnaire asked the employees to rate the importance of their personal motivational factors such as pay, growth, etc. and factors which demotivated them on the job out of pay, future growth, and the repetitiveness of the tasks. They were also asked to rate the role these factors played when they chose this career, to understand their motivation before they entered the field. The questionnaire also had questions about their total work experience to try to gauge for how long they had been performing similar tasks to see if this had dampened their enthusiasm for the job. The questionnaire was designed with the specific objective in mind, and avoided open-ended questions to make it simpler to understand and fill up and analyze. I decided to prepare a closeended questionnaire to make it quicker and easier to fill up for the employees so as not to take up too much of their time. The data collected would also be easier to analyze as it would be totally objective. I started with briefing the employees about my project and taking their suggestions about what methodology I should use. This helped me to get honest and ample response from them.
COMPANY INFORMATION
Mahanagar Telephone Nigam Limited (MTNL) is an Indian Government owned telephone service provider in the cities of Mumbai,Thane, New Delhi, and Navi Mumbai in India. The company was a monopoly until 1992, when the telecom sector was opened to other service providers. MTNL is one of
5
with annual turnover of Rs.4883 Crores. It serves 10.96 Lakh consumers in Maharashtra State with a committed pool of over 25000 employees.
the largest service providers in India
Mission Statement 1. We, as professional company, rededicate ourselves to serve all our customers by extending reliable and quality power supply at reasonable and competitive tariffs so as to boost agricultural, industrial and overall economic development of Maharashtra. 2. We commit to Honesty, Integrity and Transparency in actions to achieve higher standards of Consumers Satisfaction. 3. We aim at achieving technological excellence and financial turnaround for the overall benefit of the customers. 4. We will strive hard for system improvement and stress upon preventive maintenance. 5. We will ruthlessly curb the theft of electricity. Customer profile is as follows: Sr No 1 2 3 4 Category of consumers Domestic Commercial Industrial Others Total As on 31.03.2009 (in Lakh) 39.86 4.35 1.12 0.5 44.69
EVALUATION PRPOCESS
6
Forming the questionnaire:
The questionnaire was so designed to first find out the satisfaction levels of the employees first and an attempt was made to classify the reasons of satisfaction/dissatisfaction on basis of Maslow’s pyramid. Questions included also tried to gauge the utilization of employee potential, their level of present responsibility and whether they could handle more than the present level. An attempt was made to find out whether employees devoted their leisure to any hobbies, which might give them scope for channelizing their creativity and express themselves. The important question addressed was whether employees were willing to leave their jobs if their basic needs were satisfied. This was to find out if they did introspection as to what they wanted to do in life, or were happy with the present scheme of things. Many a times, a job is undertaken for money/position/socialization sake, and most of the youth is wasted by doing jobs which they don’t like, only to realize at the time of retirement that there is a lot which one could have done. I took suggestions from company’s HR Manager from time to time to modify the questionnaire and overall project.
7
MOTIVATION QUESTIONNAIRE
Name of Employee: _____________________ Designation: _____________________________ Department: ________________________ Date of Joining: _______________ Educational Qualification : ______________
1. Is motivation critical factor in company growth? Yes No Can’t say
2. What really motivates you? Promotion Salary Job Satisfaction
3. What kind of energy level you carry while working? High Medium Low
4. What obstacles stop you performing the best work? Work environment Work load Salary
5. Do you find fear of failure while working? Yes No
8
6. Do you find personal growth in your company? Yes No
7. Are employee goals and company goals aligned? Yes No
8. How do you feel about company you are working for? Good Average Poor
9. How involved are employees in company development? Fully Partly Rarely
10. Do you think your work allows you to stretch your skills and talents to higher levels? Full Satisfactory Poor
9
ANALYSIS OF DATA
Educational Profile of Employee Surveyed
Work Experience wise break-up of Employees Surveyed
10
1. Motivation as Critical Factor in Industry Growth Yes -18 No - 0 Can’t say - 2
2. Factor that motivates most Promotion – 5 Salary – 5 Job Satisfaction - 10
11
3. Energy level during work High - 8 Medium - 7 Low - 5
4. Obstacles causing problems Work Environment – 12 Work Load - 2 Salary - 5
12
5. Fear of Failure Yes - 18 No – 2
6. Personal Growth in company Yes – 17 No - 3
13
7. Are employee Goals and company goals are aligned? Yes - 15 No – 5
8. Feeling about company Good - 9 Average – 8 Poor – 3
14
9. Employee involved in company development Fully – 6 Partly - 11 Rarely - 3
10. Extent of use of one’s skills and abilities Full - 2 Satisfactory- 11 Poor – 5
15
CONCLUSION
The aim of the study conducted was to find out the level of self-actualization among different age groups. Prima facie, it is apparent that education level and type of job determine whether an individual will reach the self-actualization stage. However it would be wrong to conclude that individuals with lower education level will never reach that stage or every individual with higher education will necessarily be a self- actualizing individual. Above study related to motivation reveals that it is one of the critical factors in the industry. Job satisfaction is the factor employees are more concern about but salary has given almost equal importance. Survey finds less fear of failure in employees and high energy level to do work. Work environment can be main obstacle for motivation. From the above data it is clear that they can see personal growth in company. Also company is feel good factor for employees but they still feel that employees are involved partly in company development.
16
RECCOMENDATIONS
Company should work on Improving working environment consulting employees about changes to be implemented.
1.
Same importance should be given to job profile as job satisfaction for what employee is concern about.
2.
3. Employee should see personal growth with growing company 4. Employee should be involved fully in all activities to get wide exposure. 5. Company should see motivation as future investment
17
BIBLIOGRAPHY/REFERENCES
1. 2.
Website: www.mtnl.net.in “Organizational Behavior” by Fred Luthans. www.wikipedia.org
3.
doc_725456076.doc
The doc highlights on Motivation.
1
Index
PROJECT SYNOPSIS........................................................................ 1
HYPOTHESIS..............................................................................................2
STUDY METHODOLOGY.................................................................3 COMPANY INFORMATION...............................................................4 EVALUATION PRPOCESS................................................................5 MOTIVATION QUESTIONNAIRE.......................................................7 ANALYSIS OF DATA........................................................................ 9 CONCLUSION............................................................................... 15 RECCOMENDATIONS.................................................................... 16 BIBLIOGRAPHY/REFERENCES.......................................................17
PROJECT SYNOPSIS
The objective of this project was to study the importance of Motivation within an organization. Motivation refers to the initiation, direction, intensity and persistence of human behavior. Motivated employees always look for better ways to do a job. Motivated employees are more quality oriented and more
2
productive. As Performance can be formulated as product of Ability and Motivation, results occur when motivated employees are provided with opportunity and resources. The study revealed the overall Motivation level of the employees with the current system. Impact of factors like Needs, performance monitoring, feedback and behavior modification on the employee’s Motivational levels has also been incorporated in the report. It was observed that out of the 12 employees interviewed, 75% felt motivated towards their work while rest 25% felt that motivational level is average. None of the employees interviewed showed any dissatisfaction towards the system.
HYPOTHESIS
This study is based on Maslow’s Hierarchy of Needs Theory which he often presented as a pyramid, with self-actualization at the top as the highest of those needs (or conflicts or tensions) in one’s life. The base of the pyramid is the physiological needs, which are necessary for survival. Once these are taken care of
3
(resolved), an individual can concentrate on the second layer, the need for safety and security. The third layer is the need for love and belonging, followed by the need for esteem. Finally, SelfActualisation forms the apex of the pyramid. Maslow also proposed that people who have reached self-actualization will sometimes experience a state he referred to as "transcendence," in which they become aware of not only their own fullest potential, but the fullest potential of human beings at large. In today’s day and age, organizations have become aware of what motivates the individual employee. Many organizations have woken up to the concept of self-actualisation, and now actively encourage their workforce to realize this, as also make available the necessary resources to reach this stage. A self-actualised individual is always an asset to the organization. Employees with a certain level of lower educational qualification and experience are not motivated enough to reach the self-actualization stage The aim of the study conducted was to find out if these employees are more aware about the concept of self-actualization, and if they are more committed to achieve the maximum potential in their lives. Also an attempt was made to find out if the jobs offer the scope for self-actualization or selfactualization is sought elsewhere.
STUDY METHODOLOGY
The study was conducted in the following stages:
1.
The first stage involved a study at Mahanagar Telephone Nigam Limited, Thane. Information was gathered about HR
4
practices towards increasing employee Motivation, which are currently practiced in the company.
2.
The second stage involved preparing a questionnaire to analyze whether the employee opinion about the existing system.
3. Data from questionnaires was formulated and analyzed. The questionnaire asked the employees to rate the importance of their personal motivational factors such as pay, growth, etc. and factors which demotivated them on the job out of pay, future growth, and the repetitiveness of the tasks. They were also asked to rate the role these factors played when they chose this career, to understand their motivation before they entered the field. The questionnaire also had questions about their total work experience to try to gauge for how long they had been performing similar tasks to see if this had dampened their enthusiasm for the job. The questionnaire was designed with the specific objective in mind, and avoided open-ended questions to make it simpler to understand and fill up and analyze. I decided to prepare a closeended questionnaire to make it quicker and easier to fill up for the employees so as not to take up too much of their time. The data collected would also be easier to analyze as it would be totally objective. I started with briefing the employees about my project and taking their suggestions about what methodology I should use. This helped me to get honest and ample response from them.
COMPANY INFORMATION
Mahanagar Telephone Nigam Limited (MTNL) is an Indian Government owned telephone service provider in the cities of Mumbai,Thane, New Delhi, and Navi Mumbai in India. The company was a monopoly until 1992, when the telecom sector was opened to other service providers. MTNL is one of
5
with annual turnover of Rs.4883 Crores. It serves 10.96 Lakh consumers in Maharashtra State with a committed pool of over 25000 employees.
the largest service providers in India
Mission Statement 1. We, as professional company, rededicate ourselves to serve all our customers by extending reliable and quality power supply at reasonable and competitive tariffs so as to boost agricultural, industrial and overall economic development of Maharashtra. 2. We commit to Honesty, Integrity and Transparency in actions to achieve higher standards of Consumers Satisfaction. 3. We aim at achieving technological excellence and financial turnaround for the overall benefit of the customers. 4. We will strive hard for system improvement and stress upon preventive maintenance. 5. We will ruthlessly curb the theft of electricity. Customer profile is as follows: Sr No 1 2 3 4 Category of consumers Domestic Commercial Industrial Others Total As on 31.03.2009 (in Lakh) 39.86 4.35 1.12 0.5 44.69
EVALUATION PRPOCESS
6
Forming the questionnaire:
The questionnaire was so designed to first find out the satisfaction levels of the employees first and an attempt was made to classify the reasons of satisfaction/dissatisfaction on basis of Maslow’s pyramid. Questions included also tried to gauge the utilization of employee potential, their level of present responsibility and whether they could handle more than the present level. An attempt was made to find out whether employees devoted their leisure to any hobbies, which might give them scope for channelizing their creativity and express themselves. The important question addressed was whether employees were willing to leave their jobs if their basic needs were satisfied. This was to find out if they did introspection as to what they wanted to do in life, or were happy with the present scheme of things. Many a times, a job is undertaken for money/position/socialization sake, and most of the youth is wasted by doing jobs which they don’t like, only to realize at the time of retirement that there is a lot which one could have done. I took suggestions from company’s HR Manager from time to time to modify the questionnaire and overall project.
7
MOTIVATION QUESTIONNAIRE
Name of Employee: _____________________ Designation: _____________________________ Department: ________________________ Date of Joining: _______________ Educational Qualification : ______________
1. Is motivation critical factor in company growth? Yes No Can’t say
2. What really motivates you? Promotion Salary Job Satisfaction
3. What kind of energy level you carry while working? High Medium Low
4. What obstacles stop you performing the best work? Work environment Work load Salary
5. Do you find fear of failure while working? Yes No
8
6. Do you find personal growth in your company? Yes No
7. Are employee goals and company goals aligned? Yes No
8. How do you feel about company you are working for? Good Average Poor
9. How involved are employees in company development? Fully Partly Rarely
10. Do you think your work allows you to stretch your skills and talents to higher levels? Full Satisfactory Poor
9
ANALYSIS OF DATA
Educational Profile of Employee Surveyed
Work Experience wise break-up of Employees Surveyed
10
1. Motivation as Critical Factor in Industry Growth Yes -18 No - 0 Can’t say - 2
2. Factor that motivates most Promotion – 5 Salary – 5 Job Satisfaction - 10
11
3. Energy level during work High - 8 Medium - 7 Low - 5
4. Obstacles causing problems Work Environment – 12 Work Load - 2 Salary - 5
12
5. Fear of Failure Yes - 18 No – 2
6. Personal Growth in company Yes – 17 No - 3
13
7. Are employee Goals and company goals are aligned? Yes - 15 No – 5
8. Feeling about company Good - 9 Average – 8 Poor – 3
14
9. Employee involved in company development Fully – 6 Partly - 11 Rarely - 3
10. Extent of use of one’s skills and abilities Full - 2 Satisfactory- 11 Poor – 5
15
CONCLUSION
The aim of the study conducted was to find out the level of self-actualization among different age groups. Prima facie, it is apparent that education level and type of job determine whether an individual will reach the self-actualization stage. However it would be wrong to conclude that individuals with lower education level will never reach that stage or every individual with higher education will necessarily be a self- actualizing individual. Above study related to motivation reveals that it is one of the critical factors in the industry. Job satisfaction is the factor employees are more concern about but salary has given almost equal importance. Survey finds less fear of failure in employees and high energy level to do work. Work environment can be main obstacle for motivation. From the above data it is clear that they can see personal growth in company. Also company is feel good factor for employees but they still feel that employees are involved partly in company development.
16
RECCOMENDATIONS
Company should work on Improving working environment consulting employees about changes to be implemented.
1.
Same importance should be given to job profile as job satisfaction for what employee is concern about.
2.
3. Employee should see personal growth with growing company 4. Employee should be involved fully in all activities to get wide exposure. 5. Company should see motivation as future investment
17
BIBLIOGRAPHY/REFERENCES
1. 2.
Website: www.mtnl.net.in “Organizational Behavior” by Fred Luthans. www.wikipedia.org
3.
doc_725456076.doc