The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Hyderabad Industries Ltd, Thrissur. Management¶s basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization. Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the µwill to work¶ among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies also focusing on the employee motivation among the employees of Hyderabad Industries Ltd. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and data¶s are presented through tables and charts. 1
.2 RESEARCH PROBLEM
The research problem here in this study is associated with the motivation of employees of HYDERABAD INDUSTRIES LIMITED, Thrissur. There are a variety of factors that can influence a person¶s level of motivation; some of these factors include
1.The level of pay and benefits, 2.The perceived fairness of promotion system within a company, 3.Quality of the working conditions, 4.Leadership and social relationships, 5.Employee recognition 6. Job security 7. career development opportunities etc. Motivated employees are a great asset to any organisation. It is because the motivation and Job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the organisation. The research problem is formulated as follows:
³What are the factors which help to motivate the employees?
1.3 SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this
particular organization but also any other organization; the organizations can achieve the efficiency also to develop agood organizational culture. Motivation has variety of effects. These effects may be seen in the context of an individual¶sphysical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers ³who can deli er val e to the organization. Proli erating and nurturing the number of ³true believers´1is the challenge for future and present HR managers.
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HRM Review (The IC I Universit Press) Jul 2008
2
This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom. This study helps the researcher to realize the importance of effective employee motivation. This research study examines types and levels of employee motivational programmes and also discusses management ideas that can be utilized to innovate employee motivation. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs.
1.4 OBJECTIVES OF THE STUDY
1.4.1 Primary objective
1. To study the important factors which are needed to motivate the employees.
1.4.2 Secondary Objective.
1. To study the effect of monetary and non-monetary benefits provided by the organization on the employee¶s performance. 2. To study the effect of job promotions on employees. 3. To learn the employee¶s satisfaction on the interpersonal relationship exists in the organization. 4. To provide the practical suggestion for the improvement of organization¶s performance.
1.5 RESEARCH HYPOTHESIS
3 A hypothesis is a preliminary or tentative explanation or postulate by the researcher of whatthe researcher considers the outcome of an investigation will be. It is an informed/educated guess. It indicates the expectations of the researcher regarding certain variables. It is themost specific way in which an answer to a problem can be stated. Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows. Ho: There is no significant relationship between incentives and employee¶s performance. Ho: There is no significant relationship between career development opportunities and the
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extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation. Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation.
1.6 RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.According to Clifford woody, ³research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and eval uating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis´2 1.6.1 Sampling Design.
2Kothari C R. ³Research Methodology-Methods & Techniques´-2nd revised edition (2007) New Age International Publishers- New Delhi.
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A STUDY ON EMPLOYEE MOTIVATION
A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. 1.6.2 Universe. The universe chooses for the research study is the employees of Hyderabad Industries Ltd. 1.6.3 Sample Size. Number of the sampling units selected from the population is called the size of the sample. Sample of 50 respondents were obtained from the population. 1.6.4 Sampling Procedure. The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chanceof inclusion in the sample. 1.6.5 Methods of Data Collection. The data¶s were collected through Primary and secondary sources. .6.5.1 Primary Sources. Primary data are in the form of ³raw material´ to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, data¶s collected through questionnaire. 1.6.5.2 Secondary Sources. Secondary data¶s are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondarydata was also collected from journals, magazines and books. 1.6.6 Nature of Research. 5 Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers thequestions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannotdescribe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. 1.6.7 Questionnaire.
A well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. 1.6.8 Nature of Questions Asked. The uestionnaire consists of open ended, dichotomous, rating and ranking uestions. 1.6.9 Pre-testing A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed and all of them were collected back as completed questionnaire. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form. 1.6.10 Sample A finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 50 respondents in total has been randomly selected. The response to various elements under each questions were totaled for the purpose of various statistical testing. 1.6.11. Variables of the Study. The direct variable of the study is the employee motivation 6
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A STUDY ON EMPLOYEE MOTIVATION
Indirect variables are the incentives, interpersonal relations, career development opportunities and performance appraisal system. 1.6.12. Presentation of Data. The data are presented through charts and tables. 1.6.13. Tools and Techni ues for Analysis.
Correlation is used to test the hypothesis and draw inferences.
CHAPTER 2 2. 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.
2.1 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.
2.2 Definition of Motivation.
According to Edwin B Flippo, ³Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward.
2.3 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 organi ation 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. 6. There will be increase in the uantity and uality of products. Wastage and scrap will be less. Better uality of products will also increase the public image of the business.
2.4 Motivation Process.
1. Identification of need 2. Tension 3. Course of action 4. Result ±Positive/Negative 5. Feed back 9
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doc_592662415.docx
.2 RESEARCH PROBLEM
The research problem here in this study is associated with the motivation of employees of HYDERABAD INDUSTRIES LIMITED, Thrissur. There are a variety of factors that can influence a person¶s level of motivation; some of these factors include
1.The level of pay and benefits, 2.The perceived fairness of promotion system within a company, 3.Quality of the working conditions, 4.Leadership and social relationships, 5.Employee recognition 6. Job security 7. career development opportunities etc. Motivated employees are a great asset to any organisation. It is because the motivation and Job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the organisation. The research problem is formulated as follows:
³What are the factors which help to motivate the employees?
1.3 SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this
particular organization but also any other organization; the organizations can achieve the efficiency also to develop agood organizational culture. Motivation has variety of effects. These effects may be seen in the context of an individual¶sphysical and mental health, productivity, absenteeism and turnover. Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers ³who can deli er val e to the organization. Proli erating and nurturing the number of ³true believers´1is the challenge for future and present HR managers.
1
HRM Review (The IC I Universit Press) Jul 2008
2
This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom. This study helps the researcher to realize the importance of effective employee motivation. This research study examines types and levels of employee motivational programmes and also discusses management ideas that can be utilized to innovate employee motivation. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs.
1.4 OBJECTIVES OF THE STUDY
1.4.1 Primary objective
1. To study the important factors which are needed to motivate the employees.
1.4.2 Secondary Objective.
1. To study the effect of monetary and non-monetary benefits provided by the organization on the employee¶s performance. 2. To study the effect of job promotions on employees. 3. To learn the employee¶s satisfaction on the interpersonal relationship exists in the organization. 4. To provide the practical suggestion for the improvement of organization¶s performance.
1.5 RESEARCH HYPOTHESIS
3 A hypothesis is a preliminary or tentative explanation or postulate by the researcher of whatthe researcher considers the outcome of an investigation will be. It is an informed/educated guess. It indicates the expectations of the researcher regarding certain variables. It is themost specific way in which an answer to a problem can be stated. Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows. Ho: There is no significant relationship between incentives and employee¶s performance. Ho: There is no significant relationship between career development opportunities and the
¢
¤
¤
¡
£
extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation. Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation.
1.6 RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.According to Clifford woody, ³research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and eval uating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis´2 1.6.1 Sampling Design.
2Kothari C R. ³Research Methodology-Methods & Techniques´-2nd revised edition (2007) New Age International Publishers- New Delhi.
4
A STUDY ON EMPLOYEE MOTIVATION
A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. 1.6.2 Universe. The universe chooses for the research study is the employees of Hyderabad Industries Ltd. 1.6.3 Sample Size. Number of the sampling units selected from the population is called the size of the sample. Sample of 50 respondents were obtained from the population. 1.6.4 Sampling Procedure. The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chanceof inclusion in the sample. 1.6.5 Methods of Data Collection. The data¶s were collected through Primary and secondary sources. .6.5.1 Primary Sources. Primary data are in the form of ³raw material´ to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, data¶s collected through questionnaire. 1.6.5.2 Secondary Sources. Secondary data¶s are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondarydata was also collected from journals, magazines and books. 1.6.6 Nature of Research. 5 Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers thequestions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannotdescribe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. 1.6.7 Questionnaire.
A well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. 1.6.8 Nature of Questions Asked. The uestionnaire consists of open ended, dichotomous, rating and ranking uestions. 1.6.9 Pre-testing A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed and all of them were collected back as completed questionnaire. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form. 1.6.10 Sample A finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 50 respondents in total has been randomly selected. The response to various elements under each questions were totaled for the purpose of various statistical testing. 1.6.11. Variables of the Study. The direct variable of the study is the employee motivation 6
¥ ¥
A STUDY ON EMPLOYEE MOTIVATION
Indirect variables are the incentives, interpersonal relations, career development opportunities and performance appraisal system. 1.6.12. Presentation of Data. The data are presented through charts and tables. 1.6.13. Tools and Techni ues for Analysis.
Correlation is used to test the hypothesis and draw inferences.
CHAPTER 2 2. 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.
2.1 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.
2.2 Definition of Motivation.
According to Edwin B Flippo, ³Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward.
2.3 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 organi ation 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. 6. There will be increase in the uantity and uality of products. Wastage and scrap will be less. Better uality of products will also increase the public image of the business.
2.4 Motivation Process.
1. Identification of need 2. Tension 3. Course of action 4. Result ±Positive/Negative 5. Feed back 9
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doc_592662415.docx