A STUDY ON EMPLOYEE MOTIVATION

CHAPTER: 1

INTRODUCTION
Introduction towards Project Report on Motivation The efficiency of a person depends on two factors, firstly, the level of ability to do a certain work, secondly, the willingness to do the work. So for as the first factor is concerned it can be acquired by education and training, but the second factor can be created by motivation. A person may have several needs and desires. It is only strongly felt needs which becomes motives. Thus motives are a product of needs and desires motives are many and keep on changing with time motives are invisible and directed towards certain goals. Motivation means that process which creates on inspiration in a person to motivation is derived from the word motive which means the latest power in a person which impels him to do a work. Motivation is the process of steering a persons inner drives and actions towards certain goals and committing his energies to achieve these goals. It involve a chain reaction starting with felt needs, resulting in motives which give rise to tension which census action towards goals. It is the process of stimulating people to strive willingly towards the achievement of organizational goals motivation may be defined as the work a manager performs an order to Induce Subordinates to act on the desired manner by satisfying their needs and desires. Thus motivations is concerned with how behaviour gets started, is energized, sustained and directed.

A STUDY ON EMPLOYEE MOTIVATION

WHAT IS 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. 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
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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.

Definition of Motivation. According to Edwin B Flippo, Motivation is the process of attempting to influence others to do their work through the possibility of gain or reward. According to Michael J. Jacius ; Motivation is the act of stimulating some one or oneself to get a desired course of action or to push the right button to get a desired reaction. According to Dalton E. Mcfarland, "The concept of motivation is mainly psychological. It related to those forces are many and keep on changing with time motives are invisible and directed towards certain goals. Importance of motivation Motivation is one of the most important factors determining organizational efficiency. All organizational facilities will go to waste in absence of motivated people to utilize these facilities effectively. Every superior in the organization must motivate its subordinates for the right types of behavior. The performance of human beings in the organization is dependent on the ability in the motivation. Rensis Likert called motivation as" the cost of the management". Motivation is an effective instrument in the hands of management in inspiring the workforce. Motivation increases the willingness of the workers to work, thus increasing efficiency and effectiveness of the organization.
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Best utilization of resources: - Motivation ensures best and efficient utilization of all types of resources. Utilization of resources is possible to their fullest extent if the man is induced to contribute their efforts towards attaining organizational goals. Thus, people should be motivated to carry out the plans, policies and programmes laid down by the organization. Will to Contribute: - there is a difference between "Capacity to work" and "willingness to work". One can be physically and mentally fit to work but he may not be willing to work. Motivation results in feeling of involvement to present his better performance. Thus, motivation bridges the gap between capacity to work and willingness to work. Reduction in Labor Problems: - all the members try to concentrate their efforts to achieve the objectives of the organization and carry out plans in accordance with the policies and programmes laid down by the organization if the management introduced motivational plans. It reduces labor problems like labor turnover, absenteeism, indiscipline, grievances, etc. because their real wages increase by the motivational plans. Sizeable increase in production and productivity: - when motivated properly, people try to put efforts produce more, thus increasing their efficiency and as a result of this general production and productivity of the organization increases. They (motivated employees) use the methods, system and technology effectively in the best interest of the organization. Basis of Cooperation: - In a zeal to produce more the member's work 'an s a team to pull the weight effectively, to get their loyalty to the group and the organization, to carry out properly the activities allocated and generally to play an efficient part in achieving the purpose which the organization has undertaken'.

A STUDY ON EMPLOYEE MOTIVATION

Thus, motivation is a basis of cooperation to get, the best result out of the efforts of the human beings on the job. Improvement upon skill and knowledge:- all the members will try to be efficient as possible and will try it improve upon the skill and knowledge to the progress of the organization which, in turn will provide the promised and more, ultimately enabling them to satisfy their needs - personal and social both. Acceptance of organizational change: - change is the law of nature. Due to several changes in the society, changes in technology, value system, etc. organization has to incorporate these changes to cope with the requirement of the time. If people are effectively motivated, they gladly accept, introduce and implement these changes without reserving any resistance to change and negative attitude, thus keeping the organization on the right track of progress. Better Image: - a firm that provides opportunities for the advancement of its people has a better image in the minds of the public as a good employer. This, image helps in attracting qualified personnel and thus simplifies the staffing function. This will also improve employee satisfaction and reduce industrial stifle.In a nutshell, to achieve the organizational and individual goals in an economical and efficient manner, motivatiis an important tool in the hands of management to direct the behavior of subordinates in the desired and appropriate direction and thus minimize the wastage of human and other resources. 1-High Level of Performance. 2-Low Employee Turnover and Absenteeism. 3-Easy Acceptance of organizational changes. 4-Good human relations. 5-Good image of organization.
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6-Increase in Morale. 7-Proper use of Human Resource Possible. 8-Helpful in Achieving Goals. 9-Builds Good relations among employees. 10-Easier Selection. 11-Facilities Change. 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. 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. 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.

A STUDY ON EMPLOYEE MOTIVATION

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

Need for Achievement This need is the strongest and lasting motivating factor. Particularly in case of persons who satisfy the other needs. They are constantly pre occupied with a desire for improvement and lack for situation in which successful outcomes are directly correlated with their efforts. They set more difficult but achievable goals for themselves because success with easily achievable goals hardly provides a sense of achievement. Need for Power It is the desire to control the behavior of the other people and to manipulate the surroundings. Power motivations positive applications results in domestic leadership style, while it negative application tends autocratic style. Need for affiliation It is the related to social needs and creates friendship. This results in formation of informal groups or social circle.

A STUDY ON EMPLOYEE MOTIVATION

Behavioral Modification Theory; According to this theory people behavior is the outcome of favorable and unfavorable past circumstances. This theory is based on learning theory. Skinner conducted his researches among rats and school children. He found that stimulus for desirable behavior could be strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this theory may be found in the installation of financial and non financial incentives. More immediate is the reward and stimulation or it motivates it. Withdrawal of reward incase of low standard work may also produce the desired result. However, researches show that it is generally more effective to reward desired behavior than to punish undesired behavior.

Abraham H Maslow Need Hierarchy or Deficient theory of Motivation. The intellectual basis for most of motivation thinking has been provided by behavioral scientists, A.H Maslow and Frederick Heizberg, whose published works are the Bible of Motivation. Although Maslow himself did not apply his theory to industrial situation, it has wide impact for beyond academic circles. Douglous Mac Gregor has used Maslows theory to interpret specific problems in personnel administration and industrial relations. The crux of Maslows theory is that human needs are arranged in hierarchy composed of five categories. The lowest level needs are physiological and the highest levels are the self actualization needs. Maslow starts with the formation that man is a wanting animal with a hierarchy of needs of which some are lower ins scale and some are in a higher scale or system of values. As the lower needs are satisfied, higher needs emerge. Higher needs
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cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This resembles the standard economic theory of diminishing returns. The hierarchy of needs at work in the individual is today a routine tool of personnel trade and when these needs are active, they act as powerful conditioners of behavior- as Motivators. Hierarchy of needs; the main needs of men are five. They are physiological needs, safety needs, social needs, ego needs and self actualization needs, as shown in order of their importance.

Physiological or Body Needs: - The individual move up the ladder responding first to the physiological needs for nourishment, clothing and shelter. These physical needs must be equated with pay rate, pay practices and to an extent with physical condition of the job.
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Safety: - The next in order of needs is safety needs, the need to be free from danger, either from other people or from environment. The individual want to assured, once his bodily needs are satisfied, that they are secure and will continue to be satisfied for foreseeable feature. The safety needs may take the form of job security, security against disease, misfortune, old age etc as also against industrial injury. Such needs are generally met by safety laws, measure of social security, protective labor laws and collective agreements. Social needs: - Going up the scale of needs the individual feels the desire to work in a cohesive group and develop a sense of belonging and identification with a group. He feels the need to love and be loved and the need to belong and be identified with a group. In a large organization it is not easy to build up social relations. However close relationship can be built up with at least some fellow workers. Every employee wants too feel that he is wanted or accepted and that he is not an alien facing a hostile group. Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition, respect and prestige in the work group or work place such as is conferred by the recognition of ones merit by promotion, by participation in management and by fulfillment of workers urge for self expression. Some of the needs relate to ones esteem e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this means praise for a job but more important it means a feeling by employee that at all times he has the respect of his supervisor as a person and as a contributor to the organizational goals. Self realization or Actualization needs: - This upper level need is one which when satisfied provide insights to support future research regarding strategic guidance for organization that
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are both providing and using reward/recognition programs makes the employee give up the dependence on others or on the environment. He becomes growth oriented, self oriented, directed, detached and creative. This need reflects a state defined in terms of the extent to which an individual attains his personnel goal. This is the need which totally lies within oneself and there is no demand from any external situation or person. J.S Adams Equity Theory Employee compares her/his job inputs outcome ratio with that of reference. If the employee perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality, increased absenteeism, voluntary resignation. Vrooms Expectation Theory Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Two Factor Theory Douglas McGregor introduced the theory with the help of two views; X assumptions are conservative in style Assumptions are modern in style. X Theory Individuals inherently dislike work. People must be coerced or controlled to do work to achieve the objectives. People prefer to be directed
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Y Theory People view work as being as natural as play and rest People will exercise self direction and control towards achieving objectives they are committed to People learn to accept and seek responsibility.

CHAPTER: 2
TYPES OF MOTIVATION
Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is morally significant. Extrinsic motivation comes into play when a student is compelled to do something or act a certain way because of factors external to him or her (like money or good grades) Incentives An incentive is something which stimulates a person towards some goal. It activates human needs and creates the desire to work. Thus, an incentive is a means of motivation. In organizations, increase in incentive leads to better performance and vice versa. Need for Incentives Man is a wanting animal. He continues to want something or other. He is never fully satisfied. If one need is satisfied, the other need need arises. In order to motivate the employees, the management should try to satisfy their needs. For this purpose, both financial and non financial incentives may be used by the
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management to motivate the workers. Financial incentives or motivators are those which are associated with money. They include wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators are those which are not associated with monetary rewards. They include intangible incentives like ego-satisfaction, self-actualization and responsibility.

INCENTIVES

Financial Incentives financial Incetives

Non-

Wages and Salaries. Competition Bonus recognition Medical reimbursement security Insurance Housing -Knowledge Res

- Group Job

- Praise facility

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Wages and Salaries. Often paid every week, sometimes in cash or sometimes into a bank account. It is a common way of remuneration for manual workers those who work in factories and warehouse. It can be calculated in two ways: Piece Rate: this is where the workers are paid depending on the quantity of products made. The more they make the more they get paid. This system of wages is followed where the output can be counted. Time Rate: This payment by the hour. The longer you work the more you get paid. This system of wages is followed where the output cannot be measured. Bonus Bonuses motivate employees to raise their performance to meet business goals. You might want your employees to lower production costs, for example, or eliminate waste in the materials they use. You might give cash or non-cash bonuses as incentives. Employees earn rewards for special achievements, improving productivity and raising profits. Bonuses can serve as an important tool for small businesses, which have smaller staffs and a smaller reservoir of talent than larger firms, helping ensure employee loyalty and reducing turnover. Non-monetary incentives- Besides the monetary incentives, there are certain non-financial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are under the category of Non- monetary incentives. Whenever a manager has to satisfy the psychological needs of the subordinates, he

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makes use of non-financial incentives. Non- financial incentives can be of the following types:Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise. Praise or recognition- The praise or recognition is another nonfinancial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees. Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel
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satisfied and contented and they become more committed to the organization. Motivation is the key to performance improvement There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if it's thirsty - so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be motivated or driven to it, either by themselves or through external stimulus. Are they born with the self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is a skill which can and must be learnt. This is essential for any business to survive and succeed.Performance is considered to be a function of ability and motivation, thus: Job performance = f(ability)(motivation) Ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. There are broadly seven strategies for motivation. Positive reinforcement / high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs
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Base rewards on job performance Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this gap.

CHAPTER: 3

Techniques of Motivation
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Financial IncetivesIncentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better performance. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This will include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many: To increase productivity, To drive or arouse a stimulus work, To enhance commitment in work performance, To psychologically satisfy a person which leads to job satisfaction, To shape the behavior or outlook of subordinate towards work, To inculcate zeal and enthusiasm towards work, To get the maximum of their capabilities so that they are exploited and utilized maximally.

Job enlargement:
Job enlargement (sometimes also referred to as horizontal loading) involves the addition of extra, similar, tasks to a job.In job enlargement, the job itself remains essentially unchanged. However, by widening the range of tasks that need to be performed, hopefully the employee will experience less repetition and monotony that are common on production lines which rely upon the division of labour. With job enlargement, the employee rarely needs to
acquire new skills to carry out the additional task, and the motivational benefits of job enrichment are not usually experienced.One important negative aspect is that job enlargement is sometimes viewed by employees as a requirement to carry out more work for the same amount of pay.

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Job enrichmentJob enrichment is connected to the concept of job enlargement.Job enrichment is the process of "improving work processes and environments so they are more satisfying for employees".Many jobs are monotonous and unrewarding - particularly in the primary and secondary production industries. Workers can feel dissatisfied in their position due to a lack of a challenge, repetitive procedures, or an over-controlled authority structure.Job enrichment tries to eliminate these problems, and bring better performance to the workplace.

Job rotation: it refers to shifting an employee from one job to another. Such job rotation doesnt mean hanging of their job but only the employees are rotated. By this it helps to develop the competency in several job which helps in development of employees. Why is Job Rotation Important? Job rotation is seen as a possible solution to two significant challenges faced by business: (1) Skills shortages and skills gaps, and (2) Employee motivation Skills shortages occur when there is a lack of skilled individuals in the workforce. Skills gaps occur when there is a lack of skills in a companys existing workforce which may still be found in the labour force as a whole. According to the Treasury and DfES, both skills shortages and gaps are major problems acting as major barriers to economic growth and the reduction in long-term unemployment in the UK. Participation : Participation refers to involvement of employee in planning and decision making .it helps the employees feel that they are an
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asset of the organization which helps in developing ideas to solve the problems. Delegation of authority: Delegation of authority is concerned with the granting of authority to the subordinates which helps in developing a feeling of dedication to work in an organization because it provides the employees high morale to perform any task Quality of work life: It is the relationship between employees and the total working environment of organization. It integrates employee needs and well being with improves productivity, higher job satisfaction and great employee involvement. it ensures higher level of satisfaction. Management by objectives: It is used as a motivation and technique for self control of performance. By this technique superior and subordinates set goals and each individual subordinates responsibilities clearly defined which help to explore the sill and use in the organization effectively
.Behavior

modification:

The work in desired behavior in order to modify behavior he last technique of motivation is behavior modification. It develops positive motivation to the workers to do.

CHAPTER: 4
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Simple Strategies to Maintain Motivation in the Workplace

Customers are the driving factors behind a successful

business. There are two types of customers: the external and the internal.
External customers are those who purchase goods and

services for a fee while internal customers are employees; yes, employees who are often considered as the business greatest assets. There have been varying programs and incentives set out that have proven to be successful over time to entice external customers to visit places of business, but what often has been the dilemma of owners and managers alike are the type of programs to install to motivate internal customers or employees to perform their best; to exert their God-given ability to bring out the most of themselves and treat the Company as their own.Time and again, a cost-benefit analysis has often been the weighing factor. How can a business leader ensure that the additional cost invested would be successfully reciprocated back to the Company? The answer: no one could! However, what this article could provides are ways on how to motivate employees without incurring any additional cost. In other words, for free! The five ways are as follow:
Establish a Clear Career Path

Every employee has a dream. That may include a beautiful house, a nice car and a great career. For an
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employee to stay motivated, he has to be educated on the potential for their career path, of the steps that must be taken to achieve it, of the responsibilities that must be shouldered to go up the career ladder and put get into a better compensation package. With this thought, an employee will be better motivated throughout his stay with the Company.
Mentoring

Mentoring is both a direct and indirect process. A direct process would be to explain the task, of the functions and ways to go about performing his work smoothly. An indirect approach would be about setting a good example, of being a role model that everyone can look up to. In other words, to perform functions necessary in establishing oneself as a true leader of the company. This way, employees could be motivated to follow in the leaders footsteps.
Feedback

Every employee wants to feel that their boss is accessible for them. They want their leader to be around to help them with their problems. For practical reasons, its quite hard for any executive to be around all the time. The next best solution is to have a feedback system. This feedback system could be in the form of suggestion boxes or electronic mailbox; it could also take the form of opendoor management or simply management by walkingaround, and asking how can I help you do for job better.
Recognition

Recognition can go a long way. Every individual wants to

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be recognized for their efforts and this will help them in staying motivated. This recognition may come in the form of a pat in the back, a note or simply an e-mail. If the achievement is simply too big for just a token, a simple rite or award may also be considered.
FunEnvironment

Everyone wants to work in a fun environment. But what does fun environment entail? It covers two things: the essentials and the excess. The essentials basically cover comfortable desks and chairs, appropriate size of the work areas and availability of supplies and storage cabinets. The excess on the other hand, covers gimmicks like wearing of jeans or casuals on Fridays, pizza lunches or simply just a token like a special parking space for one who drives the hardest.

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Motivation Strategy of Google Creative motivation at Google Inc(financial express)

Google Inc. is showing one reason why its such a wildly successful internet company: Its using money the way it should be usedto motivate people in a meaningful way. Last month, two teams of Google employees were handed $12 million of free company shares, with more so-called Founders Awards planned for other work groups. By giving the stock, the Mountain View, California-based Google is seeking to reward, motivate and retain employees. The Founders Award is designed to give extraordinary rewards for extraordinary team accomplishments, Google co-founders Sergey Brin and Larry Page said in their first letter to shareholders. A general rule of thumb is that the team accomplished something that created enormous value for Google.

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In my graduate psychology training, I was taught that for money to motivate, an employee must: understand what performance is being measured and rewarded; have substantial impact on the performance measure chosen; and be given the reward quickly after his performance has been assessed. Thats the in-school thinking. The out-of-school reality for most companies is: An employee may know what performance is being measured, yet he has no serious input on how its being done, and frequently the reward is given out late, undermining the link between performance and that reward. Why the wrong way? So why dont more companies do things the right way, or the Google way, with rewards targeted at smaller team performance and delivered at just the right time? First, we have the bureaucratic inertia of many human resources departments, where passing out rewards to some people and not to others is simply an untidy way of doing business. And giving rewards at other than year-end compounds the paperwork load. Second, although the usual way is for underlings to envy their superiors higher pay, doing special things for special teams at special times, as Google has done, turns things upside down. Now its superiors envying subordinates. I was a consultant to Mobil Corp. (then an independent company with its headquarters in New York) in the mid-1970s. Shortly after the 1973 Israeli-Arab war and the subsequent oil embargo, the price of gasoline soared and rationing

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Motivation Strategy of TOYOTO

How To Motivate Employees-TOYOTO INC. How to motivate employees? "Creating a corporate culture of cooperation and respect for the individulal is essential for a company to stay strong, flexible and young.", Mr. Akira Takahashi, Fmr Chairman, Denso Corporation Process Improvement Japan is undertaking the challenge to dissect the way Toyota Motor Corporation and its supplier companies have successfully implemented employee engagement strategies. Employee engagement literally means that all employees participate in activities to achieve the company`s goals. But it may not be as easy as it sounds. When a company loses its flexibility and vision, each department may stop considering the company`s interests as a whole. They may think that even if their company loses its competitiveness, it`s all right as long as their own department is fine. This narrow-mindedness or sectionalism can emerge in any organization. Or, employees can lose morale and commit for other reasons such as a lack of empowering leadership, a lack of team spirit, etc. How to motivate employees and immunize ourselves from sectionalism? One way is to establish a corporate culture that takes advantage of employee`s individual talents and the strength of teamwork. In the workplace, with such a corporate culture, people can be more vitalized and flexible. We decided to go to the source and ask employees directly:
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What Motivates You?: Mr. Li: "Accomplishment. My Supervisor trusts me to do my best. I have many ideas. Some ideas do not lead to profit for the company but I want to try. If my supervisor doesn`t give me the flexibility to experiment, I have no chance to improve myself or perform proper kaizen. Many problems occur on a day-to-day basis. When there is a problem, I want to solve it. My boss gives me the opportunity to implement my kaizen suggestions." Mr. Hayakawa: "My job has a purpose." Mr. Uemae: "I enjoy my work. I have the chance to increase my abilities and learn new things. It`s exciting. I don`t mind putting in extra hours when I have to." Mr Yoshioka: "Recognition. Rewards and salary are not the key point but they do reflect achievement. I want the opportunity to challenge myself and gain experience. I want to be appreciated for my contribution. It`s the small things like compliments and expressions of thanks that lift my spirits." Mr Minami: "When I make suggestions and they are accepted, I get really excited. Plus, I want to do my job efficiently so I can go home to my family."

Motivational Strategies of Microsoft

Motivate Your Employees to Help You Succeed Familiarity with your team can help everyone thrive Among the challenges of running a small business is finding good employees and then keeping them motivated so that they thrive. When you do that
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successfully, your business will thrive too. But don't assume you need books or seminars to build motivation. As a small business owner/manager, you have an advantage larger organisations don't have: You know your employees. Chances are you work side by side with them on a regular basis. You've heard about their families and friends; you know their backgrounds and ambitions. All of that is valuable information for an employer who wants to find effective ways to motivate his team but may lack the resources to offer generous pay raises or bonuses. Consider four ways you can turn the information you glean from your familiarity with employees into a motivation strategy: 1. Ensure a positive work environment. If you're hearing that there are internal conflicts or office politics that are creating an unpleasant work environment, you are the one who can fix it. The fact that you listened and you acted will be a sign that you care about creating a positive place to work. 2. Foster teamwork. Make sure you have a mission statement and that your employees understand why their role is important to the overall success of their company. In your conversations with employees, strengthen the notion that your company is a team and that when you win, they win too. Then follow through. Even if it's a small gesture like ordering in lunch for everyone after a big deal is signed, make sure they share in the successes. 3. Get creative about rewards and incentives. Money isn't the only way to motivate employees to work harder or smarter. Perhaps you've got a young parent working for you who could benefit from flexible hours or the opportunity to work from home one day a week. Maybe your salesperson has just put in a lot of long days to make a big deal happen and would prefer extra time off to a bonus. When you show you're willing to be flexible to meet your employees' needs you'll likely discover your employees will reward you. 4. Provide learning and growth opportunities. When employees are bored with their jobs, it generally shows. You notice it, and so do your customers. When you interview employees for a job, take time to ask about areas of interest. Maybe your new receptionist who is taking creative writing classes in the evening would thoroughly enjoy the chance to help develop some
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marketing materials. Maybe the new waiter who said he hopes to be a chef someday could do a shift in the kitchen every so often and get some on-thejob training. Giving employees an opportunity to learn new skills and pursue special interests may be one of the most effective things you can do to motivate them and it's all good for business. Setting and Monitoring Performance Objectives Once you determine strategies for motivating your employees, your next task is to decide what you want to motivate them to do. It may be as simple as sitting down and talking about what you hope they can achieve and what you can do to help them meet your expectations. But it may also make sense to get it down on paper so you both have a clear understanding of those expectations. Keep in mind that employees may be intimidated at a term like "performance review" which is used in many large organisations. But even so, there are valid reasons to sit down with each employee once or twice a year to talk specifically about their job. This is a time to review accomplishments and set objectives. You might break the discussion into the following topic areas: Performance goals and objectives Skills and knowledge development Processes and methods Feedback You can print out the basic Job Performance Review Guide from the template collection listed below under Tools. Use it to jot down notes and actions as you talk through these topics. You can also customise the guide to reflect additional topics you think should be part of a performance review. Use this one-on-one time to put your motivational strategies to work. For instance, here's a possible scenario: Problem: You've noticed your front desk manager who is also your bookkeeper seems irritable with customers on occasion. Apparently the bill paying and invoicing and waiting on people all at the same time can be very stressful during busy periods. Solution: Let's say this person is also the young parent mentioned earlier.
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You might discuss in her performance review that you want to make customer service a top priority and in working toward that objective, you would be willing to allow her to work at home on bookkeeping chores one afternoon a week. Every business is different, of course. But one thing small business owners or managers have in common is the ability to turn the close relationships they have with employees into a business advantage that lets everyone win.

Suggestions
The suggestions for the findings from the study are follows Most of the employees agree that the performance appraisal activities are helpful to get motivated, so the company should try to improve performance appraisal system, so that they can improve their performance.

Non financial incentive plans should also be implemented; it can improve the productivity level of the employees.

Organization should give importance to communication between employees and gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the employees for their improvement.

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If the centralized system of management is changed to a decentralized one, then there would be active and committed participation of staff for the success of the organization

BIBLIOGRAPHY
The Following Are A List Of Reference Books Which Have Been Referred For This Project :

WEBLIOGRAPHY

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The Following Are A List Of The Websites Used For The Purpose Of This Project :

SOURCES: www.google.com www.yahoo.com www.wikipedia.com

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