FORMULATION AND IMPLEMENTATION OF MOTIVATION IN MARINE LANKA (Pvt) Ltd

DANUSHA

A Project report Prepared By G A A U Gurulumulla ACHRM-E-20

Course: Certificate Course of Human Recourse Management September, 2010 INSTITUTE OF National Institute of Business Management

Page Acknowledgment Executive Summary INTRODUCTION Background of the Organization Objectives of the Organization Products of the organization

Organization Structure OBJECTIVES OF THE STUDY REVIEW OF LITERATURE ANALYSIS Methodology Analysis

FINDINGS

RECOMMENDATIONS

Appendix1: Survey questionnaire

List of References

ACKNOWLEDGMENT

It is with deep sense of gratitude that I acknowledge the encouragement & effective guidance so generously extended to me by all lectures of the institute of NIBM at every stage in the course series & in preparation of this assignment.

I take this opportunity to be fully grateful to Mr Tharuka madagama (Assistant Genaral Manager) parents & well wishes that helped me in many ways to make this effort a success. My special thanks go to the staff at NIBM for providing me the environment needed to follow the course. Thank you.

Executive Summery

The purpose of preparing this project report is undertaking a study & understands the theoretical stand point in current organization. In here the fundamentals & principles of subject areas were discussed which we studied in the class room & understood how they are placed in the context of a real life organizational setting. Human resource management is available subject which should learn & develop in every person that hope work in an organization & hope to achieve their organizational goals. Manage the human resources are aid to achieve the organizational goals easily. Here I tried to focus my attention to the one of the medium organizations in Sri Lanka, which is trying to manage human resource properly. Also I tried to discuss the way that they used to manage the human resource within their organizations & discussed how It has affected when they didnt focus on those techniques. Motivation helps any organization to achieve their organizational productivity goals & achievements. In fact it has been found that make multi skilled employees are an important factor in preparing and implementing motivation programmed has to be systematically looked in to. This is the fact has become out of research, regarding the learning style, methods used and among employee needs careful examination should done to their both strong and weak point of them. There are varieties of Motivation theories available for motivate managerial & non managerial personnel, those theories should be selected that best meet the fulfillment of the organizational objectives. In this way that organization will be able to motivate their employees in meaningful & efficiently way.

Introduction
4

Background of the Organization

Dhanusha Marine Lanka (Pvt) Ltd has been in the manufacture of fiberglass Range of boats for over 15 years, and has created a niche in both the nation and international market. Dhanusha Marine Lanka boats are exporting to Maldives, India, and Germany Managing Directors Messages

G.S. Fernando Managing Director

Dhanusha Marine Lanka (Pvt) Ltd, now the proud parent of a Group of Companies, started from scratch and has raised its head comfortably, bringing into its fold 7 subsidiary companies. Our Group has companies that are all inter-related and gives the total solution in boating to its customers. With the extensive training I received from the Netherlands, Germany and Japan, our present production process has moved to great heights in coming par to international standards. Many consultants have recommended our Group, as a vision oriented one, and complimented our standards, as the best in Sri Lanka.

Our supplementary business which is fiberglass furniture, gives a total solution package to the customer who would want customized services, which our company excels in 20th anniversary of Danusha group One the verge of celebrating Dhanusha Marine 20th anniversary would like to take opportunity to convey my wishes to my staff and clients. When Dhanusha marine started its operations in the year 1990,it was not a bed of roses. A rough journey which traveled all these years with a never fading smile of joy, looking at the path we passed. A memory never forgotten From a makeshift hut one a marshy block of land to a fully equipped factory premises, we have indeed developed over the years. Exporting our high quality boats to foreign countries such as Germany Norway. Holland, India and Maldives our export figures stand around 70 boats so far. Locally, Danusha Marines clientele consists of well reputed organizations, especially, apparel companies, universities, government and private spectator organizations etc. Dhanusha Marine Lanka (Pvt)Ltd simply, a trusted name among local and international markets. I say this with a great deal of confidence, looking at all the local and international awards we achieved. We obtain technical and management consultations from the PUM organization in Netherlands in order to maintain international standards in line of products.

Today Dhanusha Marine Lanka (pvt) Ltd is one of the leading manufacturers of fiberglass in the country. I hasted to mention that out boats pass the tests of excellence from the initial stage of manufacture to the finished product. We attribute this to Lloyds certified raw materials we use, Our dedicated, Knowledgeable and experienced production staff and modern techniques.

Our success story doesnt end here. As the next target, we hope to start a joint venture with a foreign company to expand our business. I take this opportunity to invite any interested organization or a person for this cause Finally I would like to advice our younger generation to maximize their efforts and develop their skills and encourage themselves to achieve their goals. To achieve a goal, you only need the dedication a clear vision and endeavors Repairing and Maintaining

Dhanusha Marine Lanka undertakes to have your boats repaired at its boat yard by its skilled and expert production work force

TO BE THE NUMBER ONE IN THE FIBREGLASS BOAT VISON BUILDING INDUSTRY, USING ULTRA-MODERN TECHNOLOGY AND EXPERTISE AND CATER TO THE INTERNATIONAL MARKET, THEREBY CREATING AN AVENUE FOR DHANUSHA MARINE CRAFT TO BE RECOGNISED WORLDWIDE 7

To manufacture a quality product using carefully selected raw materials by our well trained and dedicated employees, keeping in mind maximum customer satisfaction. Quality is our measure Our ultimate aim is for the Dhanusha Group to reach out to its customers, before the customer Mission reach out to us. A marketing saying that The Customer is the King is not just a saying for us, but a REALITY

Our ultimate aim is for the Dhanusha Group to reach out to its customers, before the customer reach out to us. A marketing saying that The Customer is the King is not just a saying for us, but a REALITY

Quality is our measure

Our ultimate aim is for the Dhanusha Group to reach out to its customers, before the customer reach out to us. A marketing saying that The Customer is the King is not just a saying for us, but a REALITY

Products of the Organization There main fiber product is bots These are the range of bots DML speed 900, 800 DML sport 600 DML Rocket 300 DML Power 900

Apart of that they are manufacturing several kinds of fiber products such as

Furniture

Beach beds, Bath tubs

Fiber ceiling, fiber doors

10

Lamp shades

Garden lamps

Organizational structure

11

Objectives of the study

12

Objectives of the study

To give deeply concentrate for motivation aspect in the Danusha Marine (Pvt) L.td. To apply theory knowledge as in practical situation To get a experience of observing real situation in the company To suggest innovative motivation methods which I have leant to improve employees performance

13

Review of literature
Theories of Motivation

Hierarchy of Needs Theory by Abram Maslow Abrahm Maslow suggested that human needs exists at a number of different level

Physiological Needs These are biological needs. They consist of needs for oxygen, food, water, and a relatively constant body temperature. They are the strongest needs because if a person were deprived of all needs, the physiological ones would come first in the person's search for satisfaction. Safety Needs When all physiological needs are satisfied and are no longer controlling thoughts and behaviors, the needs for security can become active. Adults have little awareness of their security needs except in times of emergency or periods of disorganization in the social structure (such as widespread rioting). Children often display the signs of insecurity and the need to be safe. Needs of Love, Affection and Belongingness

14

When the needs for safety and for physiological well-being are satisfied, the next class of needs for love, affection and belongingness can emerge. Maslow states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving love, affection and the sense of belonging. Needs for Esteem When the first three classes of needs are satisfied, the needs for esteem can become dominant. These involve needs for both self-esteem and for the esteem a person gets from others. Humans have a need for a stable, firmly based, high level of self-respect, and respect from others. When these needs are satisfied, the person feels self-confident and valuable as a person in the world. When these needs are frustrated, the person feels inferior, weak, helpless and worthless. Needs for Self-Actualization When all of the foregoing needs are satisfied, then and only then are the needs for self-actualization activated. Maslow describes self-actualization as a person's need to be and do that which the person was "born to do.

Two factor Theory by Fredrik Herzeber

15

Fredrick Herzber took the view that man lives at two levels. Those are physical level and the psychological level. Several factors lead to employee satisfaction while the other leads dissatisfaction Satisfiers are called Motivations and the dissatisfies are called Hygiene factors

Motivation Achievement Recognition Responsibility Personal Growth Hygiene factors Working condition

16

 Company policies and administration Salary and other benefits and job security Interpersonal Relationship

X and Y Theory by Douglas McGregor

This theory was based on two assumptions.Theory X was more traditional and Theory Y was more Human relation Oriented

Theory X Dislikes to work and attempts to avoid it Since employees dislike work , they must be coerced, controlled or threatened with punishments to achieve goals Employee will avoid responsibilities and seek formal direction whenever possible

17

Theory Y Employees can view work as being as natural as rest or play The average people can learn to accept, even seek responsibility The ability to make innovative decision is widely dispersed throughout the population and is not necessarily the solve province of those in management position ERG Theory by Clayton alderfer

Clayton Alderfer extended and simplified Maslow's Hierarchy into a shorter set of three needs: Existence, Relatedness and Growth (hence 'ERG'). Unlike Maslow, he did not see these as being a hierarchy, but being more of a continuum. Existence -At the lowest level is the need to stay alive and safe, now and in the foreseeable future. When we have satisfied existence needs, we feel safe and physically comfortable. This includes Maslow's Physiological and Safety needs.

Relatedness -At the next level, once we are safe and secure, we consider our social
needs. We are now interested in relationships with other people and what they think of us. When we are related, we feel a sense of identity and position within our immediate society. This encompasses Maslow's Love/belonging and Esteem needs

Growth -At the highest level, we seek to grow, be creative for ourselves and for our environment. When we are successfully growing, we feel a sense of wholeness, achievement and fulfillment. This covers Maslow's Self-actualization and Transcendence.

18

Theory of needs by David Mc Cleland The theory focuses on three needs such as

Need for Achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed

Need for power The need to make others behave in a way that they would not have behaved otherwise

Need for Affiliation

19

The desire for friendly and close interpersonal relation

Expectancy Theory

Expectancy theory says that an employee will be motivated to exert a high level of effort when he or she believes that effort will lead to good performance appraisal

That a good appraisal will lead to organizational rewards such as a bonus, salary increase, or a promotion and that the rewards will satisfy the employees personal goal

Effort

Performance

Rewards

These are importance of Motivation Reduces problem like labor turn over, absenteeism

20

Improve productivity Improve corporation and team spirit Reduce conflicts and misunderstanding between the employer and the employee

Analysis

21

Analysis

These are the methods which I used to gather information about Danusha Marine Lanka Exports (Pvt) Ltd. I am working as a HR trainee at Danusha Marine Lanka Export Company hence I was being given the opportunity to speak with each and every employee in the production department as well as the employees who work in the office. In our discussions I noticed below mentioned steps had been taken by the management of the company to motivate the employees.

Financial Incentives Attendance Bonuses Annual Bonuses Festival Allowances Staff Loan Schemes Over Time

Non-Financial Incentives Promotions for well performed employees Based on year end appraisals staff members are being promoted to the next level of the organizational chart. * There is a welfare society in the organization

They go on annual trips, Give financial assistance for funerals etc. 22

What the employee have had?

Management had welcome employees ideas.

The Company has been maintained a suggestion box, it had helped the employee to communicate directly with the management. The Management had gone through the each and every suggestion every month and had given an award for the best suggestion of the month. It had been mutually benefited for both parties. Most of the innovative suggestions had been implemented, as a result of this employees dedication towards the company had increased. Not only that, it had helped the management to line up their staff members toward the companys goals easily Employees had been given awards for the best attendance in every year As a result of that absenteeism of employees to work had been low drastically An award had been awarded for the best performer of the year. Most of the employees had being working hard to achieve this award for their self satisfaction.

23

Findings
Key Issues Facing by the Staff Members
1. The management has given priority for External recruitment so current employees have demotivated (Implement job vacancy by using out side candidates) 2. The management has stopped good implementations(Which are necessary for employees to make motivate ) E.g. - Give awards for the best performance 3. There are not any person to handle employees grievance E.g. Employees are given targets to achieve but no one monitor the condition of the work place as well as no one check whether employees have good mind to work 4. The management has used to transfer employees to one aspect to another separate aspect without any disciplinary procedure (As a result of that employees career path can be broken so they are making de motivate to perform their duties) E.g. marketing executive to Reception 5. The management has used to do performance appraisal system in order to identify good performance but they have not considered about training needs(When the employees are unable to enhance their skill it can be cause to de motivate)

24

Recommendations

Recommendations

25

According to my view & the knowledge these are the suggestions that are made to avoid these issues To avoid first issue The management can preparer career part for every position with minimum qualification which are required to apply for position As a example If the management wants to hire a candidates as HR assistant The management can send a internal memo for employees with required qualification E.g. at least certificate level of Human Recourse Management If there are not available person with required qualification the Management can use External recruitment method without any Issues To avoid second issue The management can restarts good implementations which are necessary to make motivate E.g. Give awards for the best performance Chose the best innovative ideas Give awards for the best attendance

To avoid third issue Introduce grievance handling procedure for employees

26

When there is a person to handle employees grievance the employees can relies their mental stress by expressing their issues it helps to get maximum out put from employees To avoid forth issue When the management gives a transfer it should be indicated to employee E.g. Through disciplinary procedure

To avoid fifth issues Do performance appraisal system with attention of both sides such as To identify good performance and employee training needs If the management can do a proper performance appraisal system it helps to identify good performance as well as training needs Good performance Give more responsibility than the current job ( Promotion) Make high light of the best performed employee among employees(In order to persuade employees to get good performance ) Training needs If there a poor performance the management can arrange training programs Such as on the job training, off the job training, etc

27

(When the employees can enhance their performance they make motivate to retain with the organization)

In the dhanusha company all the production aspects are handled by 28 production workers There are very highly skilled workers, if there any labor turn-over (Especially production workers) due to any reason it will badly impact for organizational goals and objectives

These are recommendation to make motivate of employees in order to achieve organizational goals of the DANUSHA MARINE LANKA (Pvt) Ltd

APPENDIX i-Survey Questionnaire

How long have you been working in Dhanusha Company? Are you happy about your job? What kind of changes do you expect from the Management ? What is your designation? Did you get a salary increment or a promotion last year? What do you think about the company? What are the motivational programmers you have attended so far?

28

REFERENCES
Wendell, L.F., Human Resources Management, 2nd ed., Illinois, USA. Dessler, G., 2003, Human Resource Management, 9th ed., Pearson education, Singapore. Mc Hill, Human Resource Management, 8th ed., USA.

29