Employee Analysis of Effective Motivation

Employee analysis of effective motivation
Abstract:
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 “Will 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 Industries.
Motivational receptiveness and potential in everyone changes from day to day, from
situation to situation. Get the alignment and values right, and motivational methods work
better. Motivational methods of any sort will not work if people and organisation are not
aligned. People are motivated towards something they can relate to and something they
can believe in. Times have changed. People want more. The foundation is a cohesive
alignment of people's needs and values with the aims and purpose of the organization.
Managers are responsible for providing a working environment conducive to
long-term employee motivation. Effective motivation comes from within. Regular
contact with employees will assist identification of motivating factors. Recognition of
personal achievement is vital. Managers should ensure all employees feel their work
makes an important contribution to the success of the organisation.
To Motivate - as a definition means "give an incentive for action." For the small
business owner, motivation is a huge factor for either the success or demise of your
company. You need to devise an "employee motivation program".
1
AIS Technologies www.ais.com
Chapter 1
Introduction:
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 motivates or need 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.
Motivation is the will to act. It is central to individual job performance and,
therefore, to organizational success. To get the best from your team, motivation must be
high. What you need to do as a good motivator and ways in which to make the job more
motivational. Effective motivation should deliver two benefits: help you set goals that
motivate you, and help you stay motivated as you progress towards your goals.
Motivation can be viewed as goal-directed activity that involves different ways of
thinking. In such cross-culture project management, the variety of team members leads to
the complexity of the employee management and motivation.
The success of any business depends largely on the motivation of the employees.
Human resources are essential to the prosperity, productivity and performance of any
company. Motivation is the key to creating an environment where optimal performance is
possible. So how do you ensure that individual motivation is at its peak within your
workplace?
2
Every person has their own set of motivations and personal incentives to work
hard or not as the case may be. Some are motivated by recognition whilst others are
motivated by cash incentives. Whatever the employees motivation, the key to promoting
that motivation as an employer is understanding and incentive.
Employee incentive programs go a long way towards ensuring employees feel

appreciated and worthwhile. This alone can help with employee motivation across the
board. The great thing about these programs is they are very individualized. That is you
tailor your programs to suit the needs and wants of your employees. Incentive programs
increase motivation because they are not only encouraging productive performance but
also show employees the company cares.
3
Chapter 2
PROFILE OF COMPANY:
AIS TECHNOLOGIES
Reach Us:- Contact Person:-
AIS Technologies, S.ArunKumar,

5th Floor, Orange Apartment, Chief Executive officer
Velacherry, Chennai – 42 Contacts: 9791137234
4
Mail: arun.ais@hotmail.com
AIS
AIS Technologies, We are focusing Web Development, Software Development and

Animations. Our team has more than three years of experience in Web Development,
Web Designing, Multimedia Solutions and System Applications as well known about
current Web and System based applications. We assure able to provide 100 %
quality and satisfaction with in the given time frame. Since we have done lot of Web
application’s like E-Commerce, Content Management System, Auction Applications
and so on. As well Payroll, Accounting, Stock Maintenance and so on in Software
Applications..
With our extensive design and marketing experience we will customize your website
to suit the needs of your customers. We make our service a beautiful experience for
you. We ensure that you are informed about the progress at every stage and take
your feedback to deliver the best product. AIS provide assistance ranging from
Enterprise-wide web solutions to customized web-design and database-oriented
projects.
Application development is undergoing a massive sea change. Traditional approaches

and roles are being reconsidered as new architectures emerge, integration and
software platform alternatives multiply, outsourcing adoption accelerates, and the
pressure from the business to build an agile yet robust and secure application
infrastructure continues to grow. And for AIS, technical expertise is no longer the
primary success factor: collaboration, accountability, compliance, portfolio and
resources management all contribute the key capabilities of the Application
Development Team.
At AIS Client satisfaction has always been our priority and our services are client
friendly as we do our services at a very much affordable rates. We are very flexible
in the service once the project is completed; so far we have helped many of our
clients works update mostly free of cost or to very minimal charges.
5
Our Vision
* To emerge as a leader and expert using enterprise
web solutions
in the SME segment.
* To launch new lines of business across multiple networks.
* To bring new revenue-generating projects to market quickly.
We are constantly building our team of experienced and skilled professionals to

help facilitate us maintain our development quality. In a world of expanding services,
AIS helps you make the most of every opportunity by realizing the value of each
client's interaction completely. Whether you're preparing for exponential growth,
entry into new markets and service segments or warding off competitors, AIS
supports your strategic directives with solutions that give more ROI. In an ever-
changing, ever-challenging competitive environment, we will work with you. We will
prosper. We will innovate. We will lead.
6
TECHNOLOGIES
Web Designing:-
Photoshop Cs+, Dreamweaver, HTML, Css
Web Development:-
Php 5.0, Ajax, JavaScript, Mysql, Xml

.Net, Sql Server, Ms Access
Java, J2EE
System Applications:-
.Net, C#, VB.Net, Sql Server, Ms Access, Oracle

Java, J2EE, Mysql, Ms-Access
Multimedia Solutions:-
Flash, Maya, 3D Max
Services:-
Website Designing,
Website Re-Designing,
Logo Designing,
E-Commerce Applications
Content Management System,
Auction Applications,
ZenCart, Oscommerce, Wordpress, Installation and customization
Paypal, Google, Authorize .Net, 2Checkout, Credit Card Processing Payment
Module Integration
Presentation Cd’s
7
Flash Websites
3D Architects and Visualization’s
Application Development
Enterprise Integration
ERP and CRM Applications
PHILOSOPHY
The business philosophy of the company is to lay emphasis on Human Values and
Personal Relations. Great stress is laid on proper communication, transparency and
human relations, which forms an integral part of the corporate culture. We not only
develop products but we develop relationships.
We believe in teamwork. With every new day the quest for acquiring new
competencies continues. Forever searching, experimenting, innovating, learning,
moving ahead with our sincere efforts and dedication, shaping the future, and
challenging our competencies to create new opportunities, is a never-ending process
in the company. Our doctrines are,
Keep It Simple!
There’s no reason why individuals who wish to be involved in the Internet, need to
have sophisticated technical knowledge and the ability to write and understand HTML
protocol.
Provide the best technology available!
Those who know technology or need the most from it will be suitably impressed with
our high-tech equipment. If it’s current, we have it; if it’s new, we’ll be one of the
first to get it!
Make it affordable!
AIS programs are almost always one third to one half the cost of comparable
services. This supports our mission of creating greater access to a greater number of
people.
8
Chapter 3
OBJECTIVES AND METHODOLOGY:
Motivation is the process of attempting to influence others to do their work

through the possibility of gain or reward. Employee work motivation and performance
will be analyzed from the perspective of motivation theory as central for the analysis is
the relating of employee with the motivation to exert effort on behalf of performance
recognition. There will be presence of theoretical analysis as well as empirical review of
several studies of know effects and relationship linking to motivation and performance as
it maybe positively related to impacts of motivation on employee performance.
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 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.
• Worker will tend to be 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 labor’s 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.
9
• The number of complaints and grievances will come down. Accident will also be
low.
• There will be increase in the quantity and quality of product. Wastage and scrap
will be less. Better quality of products will also increase the public images of the
business.
An employee motivation survey is your first step towards employee retention.

Infosurv begins the process by designing a customized employee motivation survey for
your organization, or taking your existing survey and preparing it to be administered via
the Internet, telephone, fax, or paper. Infosurv offers questionnaire design consultation
services standard to all clients, and reviews all employee motivation survey instruments
to assure validity, reliability, and bias reduction.
Applying our years of employee research experience and expertise, Infosurv can
help compose a highly relevant survey instrument that will yield sound and valid
conclusions while achieving the maximum survey response rate possible.
As an optional service, one of our experienced PhD level researchers can work
interactively with the client to create an employee motivation survey questionnaire "from
scratch" tailored specifically to their information needs and strategic objectives.
Alternatively, we can begin with one of our professionally- designed employee
motivation survey templates and then work interactively with the client to customize the
survey to their specific needs.
Research is a systematic method of finding solutions to problem. It is essentially

an investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge. A good motivational program procedure is essential to achieve goal of the
organization. If efficient motivational programmes of employees are made not only in
10
this particular organization; the organizations can achieve the efficiency also to develop a
good organizational culture. Motivation has variety of effects. These may be seen in the
context of an individual’s physical and mental health, productivity, absenteeism and
turnover. Employee delight has to be managed in more than one way.
Our standard employee motivation surveys cover nearly every facet of employee
motivation, including:
• Overall satisfaction
• Corporate culture
• Supervisor relations
• Training
• Pay and benefits
• Work environment
• Communications
Our standard employee motivation surveys are comprehensively designed to identify and
isolate key independent and dependent variables.
Independent variables are:
• Supervisor relations
• Pay and benefits
• Work environment
• Corporate communications
Dependent variables are:
• Overall satisfaction
11
• Likelihood to recommend
• Likelihood to stay
• Employee loyalty
The key to motivating employees to want to learn requires an understanding of

the adult learner. Adult learners, to learn, must be emotionally comfortable with the
learning situation. This includes not only the physical setting (size of the room,
temperature, and lighting, etc.) but also their readiness to learn. Below are listed adult
education principles that can serve as a guide in developing and implementing training
programs:
• Motivation to learn is critical. Adult learners need to feel they will benefit from
the training.
• Adults retain what is relevant to them and what they need to do their job. If they
see where they will apply the information, they will be motivated and learn better.
• People learn in different ways and at different speeds.
• People learn best by doing which includes active participation in the learning
process.
• Adults will learn best if a variety of training material is used. Everyone does not
learn the same way. Use a variety of methods of presenting material, which
provides different ways to learn.
• Reinforce learning by praise and rewards. The employee who is praised and/or
rewarded for applying what they have learned may give incentives to other
employees to improve their knowledge.
• Treat adult learners with respect. There is no such thing as a "dumb" question. If
more information is needed, perhaps the meaning was not clear. Adults embarrass
easily and need positive feedback to overcome feelings of inadequacy.
12
• Short sessions (15-60 minutes) are most effective. Vary the method of
presentation so learners will not be bored.
• Learners like feedback on their ability to apply what they have learned. Evaluate
and inform learners of their progress.
• Know the level of understanding of the adult learners and present material they
can easily understand. When employees know what is expected and how to do it,
the usual result is satisfactory performance.
Chapter 4
TABLE: NO. 2.1

AGE WISE CLASSIFICATION
Age at which the worker is working will give some demographic satisfaction to
the worker. Normally the youth are dissatisfied when compare to old aged people because
they are expecting more advanced activities.
S.NO AGE NO .OF RESPONDENTS PERCENTAGE

1 21-25 58 58%
2 25-30 31 31%
3 Above 30 11 11%
Total 100 100
Source: Questionnaire [Primary Data]

Inference:
The above table shows that, out of 100 respondents, 58% of the respondents, were
belong to 21-25 years of age group,31 % of the respondents belong to 25-30 years and
11% belong to above 30 years of age group.
13
CHART: NO. 2.1
AGE WISE CLASSIFICATION
58
60 58
50
31
Percentage
40
30 31
11
20
10
11
0
21-25
25-30
Above 30 yrs
Age
14
TABLE: NO. 2.2
GENDER WISE CLASSIFICATION
S. No. Gender No. of respondents Percentage
1 Male 78 78
2 Female 22 22
Total 100 100%
Inference:
From the above table, we infer that 78% respondents were male and 22% of
respondents were female.
15
CHART: NO.2.2
80 78
70
60
50
40
30
20 22
10
Male
Female
16
Figure 2.2 Details Regarding the Respondents Gender
TABLE: NO. 2.3
MARITAL STATUS
S. No. Marital Status No. of respondents Percentage
1 Married 20 20
2 Unmarried 80 80
Total 100 100%
Inference:
From the above table, we infer that 20% respondents were married and 80% of
respondents were unmarried.
17
CHART: NO.2.3
Percentage of Respondents
80 80
70
60
50
40
30 20
20
10
0
3-D Column 1
Married
Unmarried
Marital Status
Figure 2.3 Details Regarding the Respondents Marital Status
18
TABLE: NO. 2.4
QUALIFICATION WISE CLASSIFICATION
Man works to earn. Every employee in the organization will expect a reasonable
pay for the job done by them. This reasonable pay may help to increase the job
satisfaction to a certain extent.
QUALIFICATION NO. OF RESPONDENTS PERCENTAGE

UG 24 24%
PG 28 28%
B.E/B.TECH 48 48%
Total 100 100

Inference:
The above table shows that, out of 100 Respondents, 24%of the respondents were
UG Graduate, 28% of the respondents were PG Graduate and 48% of the respondents
were B.E/BTECH.
19
CHART: NO. 2.4
INCOME WISE CLASSIFICATION
48
B.E/B.TECH
28
PG
Income
24
UG
0 20 40 60 80
Percentage
20
TABLE: NO .2.7
EXPERIENCE WISE CLASSIFICATION
Experience is the major factor considered in the job. This experience of a person
job may expect the reasonable salary for the work done.
EXPERIENCE
S.NO. NO. OF RESPONDENTS PERCENTAGE
(IN YEAR)
1 Fresher 35 35%
2 1-3 45 45%
3 Above 3 yrs 20 20%
Total 100 100

Inference:
The above table shows that, out of 100 respondents, 35% of the respondents had
experience below Fresher, 45% of the respondents had experience between 1 - 3 years,
and 20% of the respondents had more than 3 years of experience.
21
CHART: NO. 2.7
EXPERIENCE WISE CLASSIFICATION
50
45
40
35
Percentage
20
30
25
45
20
35
15
10 20
5
0
Fresher 1 to 3 yrs Above3 yrs
Experience (in years)
TABLE: NO. 2.6

CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
DESIGNATION
DESIGNATION NO. OF RESPONDENTS PERCENTAGE

DEVELOPER 40 40%
ADMIN 22 22%
TEAM LEADERS 33 33%
TESTER 5 5%
Total 100 100
22
Inference:
The above table shows that, out of 100 respondents, 40% of the respondents were
Developer controllers, 22% of the respondents were belonging to Admin, 33% of the
respondents were belonging to Team leader and 5% of the respondents were belonging to
software tester.
.
23
CHART: NO .2.6
DESIGNATION
40
45
40 40
33
35
33
Percentage
30 22
25
20 22
15
10
5
5
0 5
DEVELOPER
ADMIN
TEAMLEADER
TESTER
Designation
24
TABLE: NO. 2.7
SUPPORT FROM THE ORGANIZATION
SUPPORT
FROM NO. OF RESPONDENTS PERCENTAGE
ORGANIZATION
SATISFIED 40 40%
NEUTRAL 40 40%
DISSATISFIED 20 20%
Total 100 100

Inference:
Satisfied person, 40% of the respondents were belonging to Neutral persons, 20% of the
respondents were belonging to Dissatisfied..
.
25
CHART: NO .2.7
SUPPORT FROM THE ORGANIZATION
80
40
70 40
60
50
40
20
30
20 40 40
10
20
0
SATISFIED
NEUTRAL
DISSATISFIED
26
TABLE: NO. 2.8
MANAGEMENT MOTIVATING THE EMPLOYEE
MANAGEMENT
IS INTEREST
IN NO. OF RESPONDENTS PERCENTAGE
MOTIVATING
EMPLOYEE
AGREE 28 28%
NEUTRAL 62 62%
DISAGREE 10 10%
Total 100 100

Inference:
Agree person, 40% of the respondents were belonging to Neutral persons, 20% of the
respondents were belonging to Disagree.
.
27
CHART: NO .2.8
MANAGEMENT MOTIVATING THE EMPLOYEE
45 28
40
35
Percentage
30 62
25
20
10
15
28
10
5 10
0 MANAGEMENT IS INTEREST
AGREE NEUTRAL DISAGREE IN
MOTIVATING EMPLOYEE
28
TABLE: NO. 2.9
INCENTIVE TYPES
TYPE OF
NO. OF RESPONDENTS PERCENTAGE
INCENTIVES
FINANCIAL 40 40%
NON-
48 48%
FINANACIAL
BOTH 12 12%
Total 100 100

Inference:
in need of financial incentives, 48% of the respondents were belonging to in need of non-
financial incentives, 12% of the respondents were in need of both.
.
29
CHART: NO .2.9
INCENTIVE TYPES
12
BOTH 12
48
TYPE OF
NON-FINANCIAL 48
INCENTIVES
40
FINANACIAL 40
0% 10% 20% 30% 40%

Percentage
30
TABLE: NO. 2.10
SATISFIED WITH THE INCENTIVES PROVIDED BY
ORGANIZATION
TYPE OF
SATISFIED
WITH
INCENTIVES
SATISFIED 58 58%
NEUTRAL 30 30%
DISSATISFIED 12 12%
Total 100 100

Inference:
The above table shows that, out of 100 respondents, 58% of the respondents
satisfied with the incentives provided by the organization, 30% of the respondents neutral
with the incentives provided by the organization, 12% of the respondents satisfied with
the incentives provided by the organization.
.
31
CHART: NO .2.10
SATISFIED WITH THE INCENTIVES PROVIDED BY
ORGANIZATION
45
40
35 58
Percentage
30
30
25 58
20
15
30 12
10
12
5
0
SATISFIED NEUTRAL DISSATISFIED
TYPE OF SATISFIED WITH

INCENTIVES
32
TABLE: NO. 2.11
INCENTIVES AND OTHER BENEFITS INFLUENCE
PERFORMANCE
TYPE OF
INFLUENCE
PERFORMANCE
INFLUENCE 62 62%
DISINFLUENCE 31 31%
NO OPINION 7 7%
Total 100 100

Inference:
Influence incentives and other benefits will influence your performance, 31% of the
respondents Doesn’t Influence incentives and other benefits will influence your
performance, 7% of the respondents No Opinion incentives and other benefits will
influence your performance.
.
33
CHART: NO .2.11
INCENTIVES AND OTHER BENEFITS INFLUENCE
PERFORMANCE
45 62 62
40
31
35
31
Percentage
30
25
20
15
7
10 7
5
0
INFLUENCE NO OPINION
TYPE OF
INFLUENCE PERFORMANCE
34
TABLE: NO. 2.12
MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH
ARE CONNECTED TO DEPARTMENTS
DECISION
MAKING WHICH
ARE
CONNECTED TO
YOUR
DEPARTMENTS
YES 84 84%
NO 26 26%
Total 100 100

Inference:
management involve you in decision making which are connected to your department,
24% of person doesn’t support for management involve you in decision making which are
connected to your department.
.
35
CHART: NO .2.12
MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH
ARE CONNECTED TO DEPARTMENTS
26
26
84
84
36
TABLE: NO. 2.13
REASONABLE PERIODICAL INCREASE IN SALARY
REASONABLE
PERIODICAL
INCREASE IN
SALARY
AGREE 74 74%
NEUTRAL 16 16%
DISAGREE 10 10%
Total 100 100

Inference:
The above table shows that, out of 100 respondents, 74% agree of the respondents
for reasonable periodical increase in salary, 16% neutral of the respondents for
reasonable periodical increase in salary, 10% Disagree respondents for periodical increase
in salary..
37
CHART: NO .2.13
REASONABLE PERIODICAL INCREASE IN SALARY
45
40 74
35
Percentage
30
25 74 16
20 10
15
10 16
5
10
0
AGREE NEUTRAL DISAGREE
REASONABLE PERIODICAL INCREASE IN

SALARY
38
TABLE: NO. 2.14
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR JOB
SECURITY EXISTS IN THE ORGANIZATION
SECURITY
EXISTS IN THE NO. OF RESPONDENTS PERCENTAGE
ORGANIZATION
AGREE 87 87%
NEUTRAL 7 7%
DISAGREE 6 6%
Total 100 100

Inference:
for job security exists in the organization, 7% neutral of the respondents for job security
exists in the organization, 6% Disagree respondents for job security exists in the
organization.
39
CHART: NO .2.14
SECURITY EXISTS IN THE ORGANIZATION
45 87 87
40
35
Percentage
30
25
20
15
10 7
7 6
5 6
0
AGREE
NEUTRAL
DISAGREE
SECURITY EXISTS IN THE

ORGANIZATION
40
TABLE: NO. 2.15
RELATIONSHIP WITH COLLEAGUE
RELATIONSHIP
WITH NO. OF RESPONDENTS PERCENTAGE
COLLEAGUE
YES 82 82%
NO 28 28%
Total 100 100

Inference:
for good relationship with colleague In your organization, 28% disagree of the
respondents for good relationship with colleague In your organization.
41
CHART: NO .2.15
82
45 82
40
35 28
Percentage
30
28
25
20
15
10
5
0
YES
NO
42
TABLE: NO. 2.16
EFFECTIVE PERFORMANCE APPRAISAL SYSTEM
EFFECTIVE
PERFORMANCE
APPRAISAL
SYSTEM
GOOD 56 56%
BEST 24 24%
POOR 10 10%
Total 100 100

Inference:
for good effective performance appraisal system in the organization, 24% agree of the
respondents for agree of the respondents for best effective performance appraisal system
in the organization, 10% Disagree respondents for agree of the respondents for effective
performance appraisal system in the organization.
43
CHART: NO .2.16
EFFECTIVE PERFORMANCE APPRAISAL SYSTEM
10
EFFECTIVE POOR 10
PERFORMANC 24
E APPRAISAL
SYSTEM BEST
24
56
GOOD
56
0 10 20 30 40
Percentage
44
TABLE: NO. 2.17
EFFECTIVE PROMOTIONAL OPPORTUNITES IN THE
COMPANY
EFFECTIVE
PROMOTIONAL
OPPORTUNITES
IN THE
COMPANY
GOOD 64 64%
BEST 28 28%
POOR 8 8%
Total 100 100

Inference:
The above table shows that, out of 100 respondents, 64% good of the respondents
for effective promotional opportunities in the company, 28% best of the respondents for
effective promotional opportunities in the company, 8% poor respondents for effective
promotional opportunities in the company.
45
CHART: NO .2.17
EFFECTIVE PROMOTIONAL OPPORTUNITES IN THE
COMPANY
64 64
45
40
35 28
28
Percentage
30
25
20
15
8
10 8
5
0
GOOD BEST POOR
EFFECTIVE PROMOTIONAL OPPORTUNITES

IN THE COMPANY
46
TABLE: NO. 2.18
PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO
GET MOTIVATED
PERFORMANCE
APPRAISAL NO. OF RESPONDENTS PERCENTAGE
ACTIVES
AGREE 78 78%
NEUTRAL 12 12%
DISAGREE 10 10%
Total 100 100

Inference:
for effective promotional opportunities in the company, 12% neutral of the respondents
for effective promotional opportunities in the company, 10% disagree respondents for
effective promotional opportunities in the company.
47
CHART: NO .2.18
PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO GET
MOTIVATED
78 78
45
40
35
30
Percentage
25
20
12
15 10
12
10
10
0
PERFORMANCE APPRAISAL ACTIVES
48
TABLE: NO. 2.19
SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET
MOTIVATED
SUPPORT FROM
THE COLLEAGUE
AGREE 83 83%
NEUTRAL 15 15%
DISAGREE 2 2%
Total 100 100

Inference:
for Support from the colleague is helpful to get motivated, 15% neutral of the respondents
for Support from the colleague is helpful to get motivated, 2% disagree respondents for
Support from the colleague is helpful to get motivated.
49
CHART: NO .2.19
SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET
MOTIVATED
83 83
45
40
35
30
Percentage
25
20 15
15
15
10
2
5
2
0
SUPPORT FROM THE COLLEAGUE
50
TABLE: NO. 2.20
FACTORS WHICH MOTIVATES YOU THE MOST
MOTIVATION FACTOR RANKS PERCENTAGE
SALARY INCREASE 40 40%

PROMOTION 18 18%
LEAVE 7 7%
MOTIVATIONAL TALKS 15 15%
RECOGNITION 20 20%
TOTAL 100 100

Inference:
The above table shows that, out of 100 respondents, 40% of the respondents needs
salary increase factor motivate, 18% of the respondents needs promotion, 7% of
respondents needs leave, 15% of the respondents needs motivational talks, 20% of
the respondents needs recognition motivation. In this factors are motivate the
employee.
51
CHART: NO .2.20.1
FACTORS WHICH MOTIVATES YOU THE MOST
20
40
15
18
52
SUGGESTION
• They need experienced employees to develop the Organization.

• In this organization motivation and support is not satisfied the employees. So the
organizations give effective motivation to the employees.
• In the organization the employees need financial incentive support. So they
provide the employee for organization development.
• Less number of employees only satisfied the incentive and other benefits. The
employees need the change in the incentive and benefit systems
• The employees want to develop the friendship with colleagues so organization
will arrange the team outing programs.
• Only 50% of the employees satisfied the performance appraisal activity and job
security system. They change the system for company development.
53
CONCLUSION
You can make a significant impact on employee morale and productivity by

positively motivating them to do their best.
The training programme conducted in AIS technologies has helped
employee’s in developing the updated skills where by new methodology and
knowledge are given together handling, analyzing and solving organizational
problem. It’s therefore, evident that a training method is for an end in itself, but
a means to achieve certain specific objectives.
54

Employee Analysis of Effective Motivation

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Employee Analysis of Effective Motivation

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Employee analysis of effective motivation

Motivation is an important function which very manager performs for actuating

Employee incentive programs go a long way towards ensuring employees feel

Reach Us:- Contact Person:-

AIS Technologies, S.ArunKumar,

AIS Technologies, We are focusing Web Development, Software Development and

Application development is undergoing a massive sea change. Traditional approaches

We are constantly building our team of experienced and skilled professionals to

Photoshop Cs+, Dreamweaver, HTML, Css

Php 5.0, Ajax, JavaScript, Mysql, Xml

.Net, C#, VB.Net, Sql Server, Ms Access, Oracle

Flash, Maya, 3D Max

Provide the best technology available!

OBJECTIVES AND METHODOLOGY:

Motivation is the process of attempting to influence others to do their work

An employee motivation survey is your first step towards employee retention.

Research is a systematic method of finding solutions to problem. It is essentially

Independent variables are:

Dependent variables are:

The key to motivating employees to want to learn requires an understanding of

TABLE: NO. 2.1

S.NO AGE NO .OF RESPONDENTS PERCENTAGE

Source: Questionnaire [Primary Data]

GENDER WISE CLASSIFICATION

S. No. Gender No. of respondents Percentage

Total 100 100%

Source: Questionnaire [Primary Data]

TABLE: NO. 2.3

S. No. Marital Status No. of respondents Percentage

Total 100 100%

Source: Questionnaire [Primary Data]

Figure 2.3 Details Regarding the Respondents Marital Status

QUALIFICATION NO. OF RESPONDENTS PERCENTAGE

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

Experience (in years)

TABLE: NO. 2.6

DESIGNATION NO. OF RESPONDENTS PERCENTAGE

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

0% 10% 20% 30% 40%

Source: Questionnaire [Primary Data]

TYPE OF SATISFIED WITH

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

REASONABLE PERIODICAL INCREASE IN

Source: Questionnaire [Primary Data]

SECURITY EXISTS IN THE

Source: Questionnaire [Primary Data]

RELATIONSHIP WITH COLLEAGUE

Source: Questionnaire [Primary Data]

Source: Questionnaire [Primary Data]

EFFECTIVE PROMOTIONAL OPPORTUNITES

Source: Questionnaire [Primary Data]

PERFORMANCE APPRAISAL ACTIVES

Source: Questionnaire [Primary Data]

SUPPORT FROM THE COLLEAGUE

MOTIVATION FACTOR RANKS PERCENTAGE

SALARY INCREASE 40 40%

Source: Questionnaire [Primary Data]

• They need experienced employees to develop the Organization.