Executive Summery

Employees are the heart of any organization. For any organization to operate

smoothly and without any interruption, employee cooperation cannot be replaced

with anything else. It is of utmost importance that the employees of an

organization not only have a good relationship with the top management, but also,

they maintain a healthy and professional relationship with their coworkers. The

following study is a self-conducted research on how motivational tools impact the

performance of employee for betterment. The study also focused on de-motivation

factors affecting employee performance negatively. A sample of individuals was

selected and was interviewed with self-administrated questionnaire to obtain

primary data. The data were analyzed using descriptive statistical analysis

methods. The results obtained indicate that if employees are positively motivated,

it improves both their effectiveness and efficiency drastically for achieving

organizational goals.

1
 Introduction about Company

VN Balaji Infra & Developers Pvt. Ltd

V N Balaji brings with it the value proposition your company looks for.

Empowered with a dynamic and dedicated team of professionals who cater the

clients with allmost sincerity & transparency, we deliver customized solutions.

Balaji has a comprehensive database of attractive property options. Our current

areas of operations include Gorakhpur. .

VNBalaji Infra & Developers Pvt. Ltd a premier real estate firm that has been

continuously evolving and adding values towards good living. We have been in the

industry long enough to witness the transformation and evolution of this

remarkable investment opportunity.

Our Services

Residential properties (sale-purchase) :- VNBalaji Infra & Developers Pvt. Ltd is

the place to begin your search for real estate & property buy, sale in Gorakhpur,

whether you are looking to buy, sell a home or land property. We have the tools

you need to make an informed decision, including resources and information

related to Real Estate in Gorakhpur, Property in Gorakhpur. We, at ‘VNBalaji Infra

2
& Developers Pvt. Ltd’ buy & sell residential property in Gorakhpur, without any

hassles in legal documentation, acquisition or any other trouble what so ever.

Backed by vast experience and immense knowledge of the Real Estate Sector

especially in Gorakhpur. We have become part of the eminent lobby of Property

dealers in Gorakhpur. We also promote residential properties in Gorakhpur for

Buy,Sale (including- apartments, house, villas and land).

V N Balaji brings with it the value proposition your company looks for.

Empowered with a dynamic and dedicated team of professionals who cater the

clients with allmost sincerity & transparency, we deliver customized solutions.

Balaji has a comprehensive database of attractive property options. Our current

areas of operations include Gorakhpur. .

VNBalaji Infra & Developers Pvt. Ltd a premier real estate firm that has been

continuously evolving and adding values towards good living. We have been in the

industry long enough to witness the transformation and evolution of this

remarkable investment opportunity.

As the Indian Real Estate Sector is booming, people are becoming more and more

drawn towards investing into real estate business. The rising capital value

appreciation has always been one of the major allurements for people to come and

3
invest their time and money in the property. If you are also planning the same, then

Balalji Infra & Developers. is the name to look upon.

Vnbalaji Infra & Developers Private Limited is an unlisted private company

incorporated on 30 October, 2015. The registered office of the company is at L-1,

SAKET NAGAR COLONY, HARAHWA PHATAK, GORAKHPUR, Uttar

Pradesh.

The total paid-up capital is INR 5.00 lac.

The last reported AGM (Annual General Meeting) of the company, per our

records, was held on 30 September, 2018. Also, as per our records, its last balance

sheet was prepared for the period ending on 31 March, 2018.

The company has 2 directors and no reported key management personnel.

The longest serving directors currently on board are Abhishek Kumar Pandey and

Yogesh Mani Tiwari who were appointed on 30 October, 2015. They have been on

the board for 3 years and 5 months.

Abhishek Kumar Pandey has the largest number of other directorships with a seat

at a total of 3 companies. In total, the company is connected to 3 other companies

through its directors.

4
Commercial properties (sale-purchase) :- Balaji Infra is the place to begin your

search for real estate & property in Gorakhpur, whether you are looking to buy,

sell a complex or shop or property. We have the tools you need to make an

informed decision, including resources and information related to Real Estate in

Gorakhpur, Property in Gorakhpur, We also promote commercial properties in

Gorakhpur for Buy, Sale (including- Complex, shops & offices).

Facility:

Roads

CBSE 10+2

Electricity

Medical Centre/Gym/Community Hall

Secured Boundary wall with Gaurd & Parks

5
6
VNBalaji Infra & Developers Pvt. Ltd

Address :

Beside Rachit Hospital

National Highway
Daudpur, Gorakhpur

Telephones:
+91 7080305401

Sales Contact:
+91 7080305404
+91 7080305407
+91 7080305409
+91 7080305410

E-mail
support@vnbalaji.com

7
 BACKGROUND OF THE STUDY

What makes the employees of any organization “go the extra mile” to provide

excellent service? The answer to this question lies in this self-conducted research

paper. Motivation is actually a combination of factors that operate within each

individual and requires a combination of approaches. In general sense, motivation

can be referred as a combination of motive and action. Vroom [1] has suggested

that performance can be thought of a multiplicative function of motivation and

ability [2]. {P=F (M.A)}. The model of motivation is based upon a definition of

motivation as "a process governing choices made by persons or lower organisms

among alternative form of voluntary activity" [1]. Also, research reveals that an

employee's ability only partially determines his output or productivity. The other

major determinant is his motivation level. “Psychological forces that determine the

direction of a person's behavior in an organization, a person's level of effort and a

person's level of persistence". Jones and George [3] from the book

"Contemporary Management." Employee motivation plays a vital role in the

management field; both theoretically and practically. It is said that one of the

important functions of human resource manager is to ensure job commitment at the

workplace, which can only be achieved through motivation. There is general

agreement that people are motivated in situations where (1) they can participate,

(2) they can feel accomplishment and receive recognition for their work, (3) where

8
the communication is frequent and (4) there are opportunities for career and

knowledge growth. "A central concern of industrial relations is the identification

and measurement of factors associated with individual differences in employee job

performance.” And this identification and measurement are the basic function of

motivational factors or tools. Motivation is crucial for good performance and

therefore it is increasingly important to study what motivates employees for better

performance, so the author of this journal urges that more and more research

should be conducted to find out the factors that affects employee performance

significantly.

9
 STATEMENT OF THE PROBLEM

In the modern competitive world, business organizations are facing ever-growing

challenges regarding commitment, engagement, belief, recruitment and retention of

their employees. Multiple studies in different countries and across industries show

that employees who are passionate about their jobs and the organizations in which

they work are in the minority. DDI (Development Dimensions International)’s own

research reveals that only 19 percent of employees are highly engaged within

their organization. The number of employers experiencing retention difficulties has

climbed from 69% in last year’s survey to 78% in this year’s survey. Private sector

businesses claim to be struggling more to hold on to employees than any of the

other sectors (83%). Not only is that, also in the field of recruitment, a high

proportion of these organizations still experiencing difficulties (84%).

Motivation is about giving your staff the right mixture of guidance, direction,

resources and rewards so that they are inspired and keen to work in the way that

you want them to. So, a large portion behind these difficulties can easily be solved

by imparting proper motivation. In the fierce era of competition, organizations

nowadays are more emphasizing on the management of Human Resources. A

manager capable of managing his employee effectively is a successful one.

Motivational tools are the most effective in this context. We always have to keep in

10
mind that employees are not motivated solely by money and employee behavior is

linked to their attitudes.

Any Institution faces the challenges of employee retention, high cost of

recruitment, training, rising competition, increased rules & regulation by the

government and high rate of technological growth. Also, from the perspective of

employee, they feel de-motivated and overworked. For finding out more accurate

outcomes we conducted our research within a few branches of the VN BALAJI

PVT.LTD.. The essence of the study is to find out at what level employee

engagement in decision making can motivate the employees to not only ameliorate

their diligence but also their perseverance and resolution [4-8].

11
 OBJECTIVE OF THE STUDY

The cardinal objective of the study was to explore how different key variables

motivate employee and assist an organization (VN BALAJI PVT.LTD.) to rise and

ascend as an economic superpower. The chief intentions of this study are:

To investigate the condition of motivation in our real state sectors.

To analyze the influences and outcomes of motivation on employee performance.

To explore the extend up to which motivation has been able to meet employee

prospect.

To examine the employee performance level bolstered by motivation.

To identify the factors as well as hindrances are still holding back employee’s

resolution

To compare the level of achievement with motivation with the level of expectation.

To study effectiveness of techniques adopted by organizations.

To suggest what more can be done to achieve optimum outcomes using

motivational tools for the betterment of both the organization and employee.

12
 RESEARCH QUESTIONS

Research is the systematic investigation into and study of materials and sources to

establish facts and reach new conclusions. We have conducted our research on

employee motivation for we believe it is one of the strongest and most influential

equipment that can stimulate human resource either for the betterment or for the

worse. So, it is a sensitive issue, unless applied correctly may cause aberration. We

have developed some questions here which are directly related to how motivation

impacts their job satisfaction level and encourage them to work for their employer.

• How the Intrinsic and Extrinsic motivational factors impact the employee

performance?

• How the workplace environment and sound communication with top

management impacts employee performance?

• How the employees rank the importance of ten factors that motivated them in

doing their work: 1=most important, 10=least important?

• Where the employees desire to see themselves after 10 years of working?

13
 DEVELOPMENT OF HYPOTHESIS

Ho1: Motivation has a great impact on employees’ performances.

Ho2: Motivation has an influence on the Employees job performances.

Ho3: Motivation has relationship between Production and productivity.

H04: Motivation has a great significance on organizational effectiveness.

14
 SCOPE OF THE STUDY

The study was conducted in one of our country’s renowned real state sector, VN

BALAJI PVT.LTD. We have conducted our research on 5 branches of VN

BALAJI PVT.LTD. on about 130 employees. The survey was conducted on

employees of different levels and on employees with different experience. The

research was conducted in Dhaka region mainly. We have used closed ended

descriptive questionnaire for data collection from the responders. In Bangladesh,

there are numerous more similar real state sectors where such studies can easily be

conducted and the result could be used for their benefits. It would also improve

employee relationship with top management.

15
 SIGNIFICANCE OF THE STUDY

Why do we need motivated employees? The answer is survival. Motivated

employees are needed in our rapidly changing workplaces. As we are still a

developing country, for our continuous growth, it is important that our economy is

well governed and we can provide our maximum effort in workplaces, so we need

know where are we standing right now in case of employee motivation and what

else we need to do to ensure more efficient performance from our employee. We

also need to compare with others to find out where they are for individual benefits.

So, the significance of this study is undeniable. It is also required to know about

employee psychology and expectation, so that the top management can ensure

more and more facilities for them.

16
 Literature Reviews

Concept of motivation

Along with perception, personality, attitude and learning, motivation is an

important part of understanding behavior. defines motivation as, “a process that

starts with a physiological deficiency or need that activates a behavior or drive that

is aimed at a goal incentive”. state that in a system sense, motivation consists of

these three interacting and interdependent elements, i.e., needs, drives, and

incentives. It is a firm belief of management researchers that, organizational goals

are unattainable without enduring commitment of the members of the organization.

Motivation is a human psychological characteristic that contributes to a person's

degree of commitment. Motivation refers to the resolution of achieving a goal,

marked by a goal directed behavior. When we refer to someone being motivated,

we imply that the individual is trying hard to perpetrate a certain task. However,

motivation alone can’t suffice what we require to consummate that task with

utmost efficiency. Ability – having the skill and knowledge to perform that task is

also significant in this regard. Sometimes it becomes the determinant of

effectiveness.

17
Definition of motivation and concepts according to various Researchers

There are many definitions by scholars who have tried their possible best to define

motivation and the origin in many academics disciplines.

Definition of motivation according to society for Human Resource Management

(2010), motivation is generally defined as the psychologist forces that determine

the direction of ones effort as well as ones persistence in face of obstacle.

Bratton et el (2007) define it as the decision making process of influencing the

direction of behaviour. Work motivation can also be define as the psychological

force that lies in a person and also help determine the direction of a person

behaviour in an organization.

George and Jones (2008:183) this talks about a measure of intensity that

maximises employees potential capacity to work in a way that is appropriate to the

job; ‘persistence’ the application of effort work related take employees display

over a period of time.

Denhardt et al. (2008) also define motivation as an intended means that causes

people to react in a particular way in order to accomplish a goal. Motivation

according scholars believe that is not easy to observe but rather it is easy to

observe the outcome of motivation. For example acquiring money maybe an

18
extrinsic motivator, but it can be used as an internal drive that meets the intrinsic

needs like purchasing food, shelter etcetera. Furthermore motivation can be said

not to be the same as satisfaction, because According to Denhardt et al (2008)

motivation is not the same as satisfaction. Satisfaction is said to be past oriented

whiles motivation is said to be future oriented.

Motivation is also define as the internal process that leads behaviour to satisfy

needs. The process at which people go through the extreme to satisfy their needs,

motives, and behaviour and that gives the behaviour a purpose and direction in

order to achieve certain specific needs.

Denhardt (2008) further stated that motivation is not the same as satisfaction.

Money now is not really the most important motivation package, even though it is

one of the most common motivation tool , managers must be able to identify the

motivation packages for every employee

Owusu (2011) in his study argued that management can make use of different

strategies and policies to motivate employees in the banking environment. There

were 95 employees who gave their view regarding the topic. Employees give their

best when organization provides good salaries, fringed benefits, promotion, and car

loans. The researcher concluded that when employees are motivated they are able

to turn the fortunes of the bank in terms of increased deposit, loan/advances and

19
profitability. Also, the shareholder value is increased in terms of the capital gains

and dividends resulting from increased profitability. It promotes efficient

utilization of assets for the generation of higher returns. Highly motivated

employees agility can effectively reduce operational cost without compromising

service quality and profitability.

Omollo (2015) said that the main focus on this study was factors that are

demotivating such as delay of promotion, no clear career progression,

unreasonable load, long working hours and lack of appreciation from the

managers. The interview and questionnaire was adopted by the researcher and the

type of research design was descriptive research design. The study used a self-

administered questionnaire to collect the required the data. In his conclusion he

also stated that job enrichment plays a very important role in boosting the

performance of employees.

Bo amah (2014) pointed out that according to this research study, the researcher

concluded that qualification, experience, working environment, compensation

packages, among others are determinants of performance. He goes on to state that

motivation does really have a relationship with employee performance.

Ibrahim (2015) said that impact of Motivation On Employee Performance; The

Case Of Some Selected Micro Finance Companies In Ghana he states that factors

20
that affect employees performance are, managerial standards, motivation,

commitment, employee evaluations, positive work environment, technology, lack

of incentives, comfort level and poor management. The study also shows the

impact of motivation on performance of employees in an organization. The

researcher goes on to conclude that, an important factor in determining employee

satisfaction is motivation. He further goes on to state that what motivate employees

go beyond monetary rewards and includes both intrinsic and extrinsic rewards. He

then added that motivation must be on an individual basis as individual needs vary.

Therefore motivation should be in a way that will satisfy individual and group

needs rather than generalizing the motivational packages across the organization.

Zimmer (2014) said that the Impact of the Motivation on the Employee’s

Performance in Beverage Industry of Pakistan. The study depicts that motivation

plays a very important role in the business world. He believes that without

motivation the organization will not be able to achieve their objective. In this

study the researcher concludes that identification of the human needs such as basic

needs, safety needs are of great importance in respect to motivation.

K.B. MUOGBO (2013) said that according to this study the researcher explain

that, reward packages are very important of the employees and so it should be a

21
concern to both the employer and employee. The results obtained from this study

showed that workers are attracted to different rewards given to them by their

employer. Hence, when these rewards are not given, workers tend to express their

displeasure through poor performance and non-commitment to their job. It is

therefore imperative for the organization to consider the needs and feelings of its

work force and not just overlook them in order to safeguard industrial harmony,

because “a good productivity is based on happy employees”. He gain argued that

having stressed the importance of a good remuneration policy on the performance

of workers and the different kinds of motivation packages that can influence

workers to perform better on a job, this study can therefore be seen a way of telling

employers to show a sort of commitment in looking for the right motivation.

Amponsah- Taiwah (2015) said that the study showed that employees are

motivated by both intrinsic and extrinsic factors with particular emphasis on pay or

remuneration. Good pay was identified to be the best motivating factor for

employees at the mining industry.

According to the researcher, stronger motivators are the intrinsic motivation, and

staff motivation requires intrinsic rewards such as satisfaction at doing a good job

and a sense of doing something worthwhile. From the study, the intrinsic factors

showed a strong merit in the difference on the motivation which suggests that,

22
once workers are paid very well; they will appreciate the intrinsic factors. Based on

this study it states that in other to produce a good response from employee there is

a need for a satisfactory tool.

Uzoonna (2013) said that according to this study important role of management is

to help make work more fun and satisfying for employees and to make employees‟

motivation is based on organizational objectives. With the diversity of

contemporary workplaces, this is a complex task. Many factors, including the

influences of different cultures, affect what people value and what is rewarding to

them. From a manager's perspective, this study tries to understand what people are

prompted by, what influences them, and why they persist in particular actions. This

study also intends investigate motivation of employees in the organization. A good

motivational program procedure is essential to achieve goal of the organization. If

effective motivational programmers of employees are made not only in this

particular organization but also in other organization, the organizations can get the

efficiency also to develop a good organizational culture and the attainment of

organizational goals at large.

Naveed (2014) stated in his study that there are different psychological feature

factors, incentives have positive impact on worker motivation, furthermore, he

believes that workers are able to work more based on encouragement. Those

23
workers who are working in the private firm need more motivation as compared to

the public firms. According to the research study motivating employees are

necessary for all the firms. It does create a great impact on the firm and employee

performance. Increase their efficiency and Effectiveness and helps in the

achievement of the firm target. It is observed that the firms which take cares of

their workers progress rapidly. This research evaluated two factors, workers

authorization and identification and different factors for attractive worker

inspiration that ends up in organizations effectiveness,

Dobre (2013) defined that motivation and performance of the employees are

essential tools for the success of any organization in the long run. On the one hand,

measuring performance is crucial to organization’s management, as it highlights

the evolution and achievement of the organization. On the other hand, there is a

positive relationship between motivation and employee performance. This paper

aims to analyse the drivers of employee motivation to high levels of organizational

performance. The literature shows that factors such as empowerment and

recognition increase employee motivation. If the employee empowerment through

participation and recognition of employees is increased, there will also be

improved, as well as their accomplishments in employee performance.

Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure

from clients, might weaken the organizational performance. Therefore, jobs

24
absenteeism rates may increase and employees might leave the organization to

joint competitors that offer better work conditions and higher incentives. Each

individual employees are the same, so each one should be motivated using

different motivational package.

Ajirakor and Agarwal (2016) said that a person active participation and

commitment to achieve the prescribed result”. To Him, further presents that

motivation has different strategies, produces different result, at different time and

there is no single strategy that could be able to produce all time favourable result

which is guaranteed. The reason for motivation is for survival of an organization

and for employee retention. Employee try to find satisfaction in what they do and

as a result the manager should be able to understand the problems faced by his

employees and find a way of satisfying their needs and aspiration. The general

assumption is that an adequately motivated worker will in turn give in his or her

best towards the attainment of a general consensus. Also, when a worker is

motivated the question of poor performance and inefficiency will be a forgotten

issue in an organization. Managers who are successful in motivating employees are

made often providing an environment in which appropriate or adequate goals

called incentives are made available for the needed satisfaction of the employee.

25
Kingful (2015) said that motivation is a set of forces that are energetic and

originates both within as well as beyond the individual’s being to initiate work

related behaviour and to determine its , direction, forms, intensity and duration.50

respondents where used and the respondents answers concluded on the extrinsic

motivation being very important.

Aryan and Singh (2015) pointed that according to the researcher they state that it is

very difficult to satisfy employees in this era. In addition, most individuals are

motivated by money and others are motivated by just recognition. Thus others feel

that when organization give good opportunities it also enhance performance it can

also be deduced from this findings that incentives that are given to employees by

their employers play a very significant role in employee performance

Amoah (2012) said that the study concluded that for an organization to be in

existence for a very long time there is a need for motivation. And in order for the

organization to be able to give a good motivation package or incentives, there is

the need for the organization to recognize the Maslow theory of needs by

identifying the need of employees from lower needs to higher needs. Also the

researcher stated that in order for performance of an employee to increase the

individual must be satisfied with the job.

26
AlJasmi (2012) state that the study was concluded on employees who are

motivated not only influence their organization performance but also work

performance and business productivity. Every member in the organization has

some requirements and expectations from the firm based on from the first day

he/she join the company. Employees may not be aware of how to achieve these

needs and goals, and here the role of the line manager and the division manager

comes in the picture. To be a motivator, it is significant to be a leader in order to

discover what really motivates employees and it is necessary to discover the

fundamental needs of the individual employees.

Wiley (1997) included that modern approaches to motivation may be organized

into three related clusters: (1) personality-based views (2) cognitive choice or

decision approaches and (3) goal or self-regulation perspective; where personality-

based views emphasize the influence of enduring personal characteristics as they

affect goal choice and striving. Workplace behaviour is posited to be determined

by persons current need state in certain universal need category. Cognitive choice

approaches to work motivation emphasize two determinant of choice and action;

expectations, and subjective valuation of the consequences associated with each

alternative. These expectancy value theories are intended to predict an individual

choice or decision. Goal framework to

27
Work motivation emphasize the factors that influence goal striving which focuses

on the relationship between goals and work behaviour.

The assumption is that an employee’s conscious intentions (goals) are primary

determines of task-related motivation since goals direct their thoughts and action”.

Performance of employee is considered as what is done and what is not by an

employee.

All employees within an organization are different and, therefore, is motivated to

perform well for different reasons. Due to the differences within an organization, it

is significant for a manager to get to know her employees and understand what

motivates each and every individual employee performance. Robin and DeCenzo

"If you're going to be successful in motivating people, you have to begin by

accepting and trying to understand individual differences,"

Managers are so focus on how to satisfy customers to the extent that they do not

pay the necessary attention to satisfy its employees. But they are forgetting the fact

that satisfaction of employees will lead to the satisfaction of customers.

Denhardt (2008) define motivation as an internal state that causes people to behave

in a particular way to accomplish particular goals and purposes. Whilst it is not

possible to observe motivation itself, it’s possible to observe the outward

28
manifestations of motivation. For instance, the acquisition of money may be an

extrinsic motivator, but it is simply the manifestation of the internal drive to meet

intrinsic needs like purchasing food, paying rent for shelter, or acquiring high

social status.

Singh (2015) states that acknowledge and empowerment plays a very important

role in motivating employees to get a work done. He further goes on to state that

through recognizing and involving employees in decision making it helps in

satisfying their internally and this will automatically boost their morale to perform

task with more enthusiasm. According to Singh recognition of employees and

making them as part of the organization, is very much important factor in

employee motivation.

Employee

Employees are always directly influenced by motivation to satisfy their esteem,

physiological safety, social safety, psychological and self-actualization levels.

Herzberg [9] defined job satisfaction as recognition, responsibility, and opportunity

for advancement as employee motivation factors. Separating satisfiers and

dissatisfies he identified dissatisfies as hygiene factors that influences health,

comfort and social wellbeing. Removal of these factors will result in dissatisfaction

of employees. Hygiene factors include company policy, interpersonal relations,

29
working conditions, salary or job security . Motivation is the most influential and

important factor use in influencing performance in an organization. Motivating an

employee is one of the means at which a manager can help to increase the

performances of employees at the work place. A motivated employees are said to

be very kin in identification of their goals and objectives. When employees are not

reaching the top. Therefore employee performance and motivation are the key

factors in order for a business to move forward. Most organizational heads ,

supervisors, managers knows that’s motivation leads to a better performance and

increase in productivity but wrong motivational tool can create a dissatisfaction

among employees and then at the very end it will lead to a poor performance . It is

through motivation that employee’s willingness towards a work is increased.

Therefore in order for an organization to increase its productivity, it must first of

all develop each employee’s motivational indicator and help support their morale

regarding their respective work for better performance.

Forms of motivation

Motivation is the means by which we satisfy ones need and to boost people in

order to bring the best out of them. People have different things that motivate

them. Someone maybe motivated internal and the other can also be motivated

externally. The motivation may be intrinsic and extrinsic motivation. Intrinsic

30
motivation is the type of motivation that triggers a person’s internal desires to do

something which is usually an action that is perform due to ones interest in that

particular activity. According to Malone and lepper (2001) intrinsic motivation is

what people will do without the external inducement such as hunger, and desire to

feel appreciated. It is believed that the very high level of intrinsic motivation are

recognized by ones strong interest and inclusion in work.

Extrinsic behaviour is a behaviour that is perform in other to acquire an external

reward such as money etc. is extrinsic motivation. Extrinsic behaviour is said to

rise from outside the individual. Therefore employee in an organization will be

motivated by either intrinsic motivational indicators or extrinsic motivational

indicators.

Decision making

Decision making autonomously motivates the employees to be aware of his rights

in an organization. It favors the employee to maintain a higher degree of constancy

between their ideas and works. By relating the motivational process and career

exploration. i) Career exploration varies in the way that individual develops and

sustains motivation, ii) Autonomy and control orientations were positively related

to self-exploration and in the utility of career decision making exploration, iii)

Internal locus of control was the highest predictor of career exploration as one of

31
the most important prediction, decision making allows the employees to realize

their own identity and actions. Employees are influenced by both internal and

external forces, but the impact of these forces depends a great deal on their own

levels of internal and external locus of control.

Productivity

Productivity is the ratio of output or production capacity of the workers in an

organization. The ultimate essence of motivating employees is to meliorate

productivity. An effective employee is a combination of a good skill set and a

productive work environment. Companies rely on employees to produce and

deliver high-quality products and services. Employees are impacted by a variety of

forces both internal and external as they attempt to perform their job duties. This is

directly related to productivity [10].

Organizational goals, organizational performances and job satisfaction

For any organization, the main reason behind running activities is to achieve

organizational goals, a level of performance set up in terms of different factors.

Organizational performance plays the principle role in attaining such goals. Some

believe it is simply how content an individual is with his or her job, in other words,

whether they like the job or individual aspects or facets of jobs, such as nature of

32
work or supervision. Meeting personal goals help an employee stay motivated and

feel about them to continue to produce. By improving proficiency and employee

connection motivation helps to improve performance and thus achieving

organizational goals. As a psychological catalyst motivation turns the spirit to

embodied object. Organizational effectiveness is an extent up to which, the

organization fulfills its goals using certain resources and with placing strain on its

members. It also helps to ensure the operative use of human resource, gratification

of employees, mutual consistency, durability of workforce which are important

factors for attaining the organizational goals, smoothing organizational

performance and thus bringing about job satisfaction.

Different theories of motivation

Motivation is such a scheme which is applied to inspire, increase stamina and work

ability by mentally conciliating the employees or workers to their work or job in a

organization. In brief, Motivation is something which inspires one to work self-

intentionally.

Theories of motivation

The various theories on motivation stress on the different factors that helps in the

job satisfaction of employees. The two forms of motivation that is the intrinsic and

33
the extrinsic motivation reflects on the various theories that is being use in an

attempt to understand every single individual in Bandhan Bank. There is a claim

that everyone people turn to perform when they are being motivated in the right

way and manner, therefore the best way for an employees to be motivated is by

realising the need of each individual employees.

According to (Boamah, 2014) a need is required for employees survival and

wellbeing and motivating of employees or a person depends on the strength of their

needs.He furthermore goes on to state that a there are group of theories that focuses

on the need of an employees as a source of motivation. There need of a person has

to be identified so as to motivate the person and a person may have more than one

need but the most important one is the one which if identified can help in

motivation.

Many contemporary authors have defined the concept of motivation. Motivation

has been defined as: the psychological process that gives behavior purpose and

direction; a predisposition to behave in a purposive manner to achieve specific,

unmet needs [8]; an internal drive to satisfy an unsatisfied need and the will to

achieve. For this paper, motivation is operationally defined as the inner force that

drives individuals to accomplish personal and organizational goals. Motivation is

the inner state that energizes channels and sustains human behavior. In

34
Encyclopedia of Management “Motivation refers to the degree of readiness of an

organism to pursue some designed goal and implies the determination of the nature

and locus of forces inducing the degree of readiness. Motivation is a process

whereby needs instigate behavior directed towards the goals that can satisfy those

needs (Figure 1) [11,12].

Figure 1: Different theories of motivation.

Maslow’s hierarchy of needs: Human behavior is goal-directed. Motivation cause

goal-directed behavior. It is through motivation that needs can be handled and

tackled purposely. According to Maslow’s Hierarchy, needs were categorized into

5 types/ levels from lower to higher order of needs. Individuals must satisfy lower

order of needs before they approach higher order. Satisfied needs will no longer
35
motivate. Motivating a person depends on knowing at what level the person is at of

hierarchy.

a. Lower Order (External): Physiological, Safety etc.

b. Higher Order (Internal): Social, Esteem, Self-actualization etc.

c. Physical needs: Need for food, water, shelter, clothing, sexual satisfaction etc.

d. Safety and security needs: Need to be free from physical danger and the fear of

e. Social needs: Need for love and affection, acceptance by fellows and the like.

f. Ego-need: Need for power, prestige, status and self-confidence.

g. Self-actualization need: Desire to become what one is capable of becoming-to

maximize one’s potential and to accomplish something’s.

McGregor’s theory X and theory Y: (a). Theory X assumes that, workers have

little ambition; dislikes work, avoid responsibility and require close supervision.

People don’t like to work and try to avoid it. So, managers have to control and

threaten people to get them to work. People prefer to be directed and tend to resist

change. People are gullible and not bright.

36
(b). Theory Y assumes that, workers can exercise self-direction, desire

responsibilities and like to work. People don’t naturally dislike work and work is

natural part of their lives. People are internally motivated to reach objectives to

which they are committed to. People are also committed to goal attainment. They

will both seek and accept responsibility under favorable condition. People have

capacity for innovation in solving problems. According to this theory democratic

management is preferable .

Figure 2: McGregor’s theory X and theory Y.

37
Herzberg’s motivation hygiene theory: Job satisfaction and dissatisfaction are

created by different job factors. They are:

a. Motivators: Achievement, Recognition, Work itself, Responsibility,

Advancement, Growth etc.

b. Hygiene factors: Supervision, Company policy, Relation with supervisors,

working condition Salary status, Security, Relation with peers, Subordinate etc.

Three needs theory: McClelland’s three needs theory refers that; every person has

one of three driving motivators. Those are the need for achievement, affiliation or

power. They aren’t inherent; we develop them through culture and life experience.

Goal setting theory: The basic assumption of goal-setting is that goals are

immediate regulators of human actions. This theory refers to effects of setting

goals on subsequent performance. Individuals who set specific, difficult goals

performed better than those who set easy and simple goals. Some of the important

features of this theory are: The willingness to work for attainment of goals,

Specific and clear goals, Specific and challenging goals, Better and appropriate

feedback of the results etc.

Reinforcement theory: This theory refers that we can change anyone’s behavior

by using reinforcement, punishment and extinction. Rewards are used to reinforce

38
behavior we want and punishment to prevent behavior we don’t want. Extinction is

to stop someone from practicing learned behavior at all (Figure 3).

Figure 3: Reinforcement theory.

Equity theory: Equity theory is a theory that centers on perceived fairness of an

individual. An employee reflects on how much effort he has expended and

compares this to what he has got from it. Based on the idea that, individuals are

motivated by fairness and if the find/ identify inequity in the input or output ratio

of themselves and their referent groups then they will seek to adjust their input or

output to reach their perceived equity. External equity arises when employee use

comparisons to others who have the same job but work in different organizations.

39
Internal equity occurs when employees compare themselves to others who have

different job but work in the same organization.

40
 Research Methodology

Research design

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. The research design for this study was a descriptive survey

through questionnaire. The purpose of using descriptive surveys was to collect

detailed and information that describe an existing phenomenon. From a review of

literature, a survey questionnaire was developed to collect data for the study the

primary data was collected through this form of questionnaire and was hand

delivered to the target employees. The questions were filled by the participating

employees and were returned. After that, the results were further analyzed using

descriptive statistical analysis method to find out how the motivational factors

affect their performance. This study is a descriptive survey because it adopted the

use of questionnaire aimed at finding the impact of Employee motivation on

organizational performance .

41
 DATA ANALYSIS

A population refers to the aggregate of all cases that conform to some designated

set of specifications it is the entire set of relevant units of analysis or data. For this

study, employees with different designation and experience level were chosen as

target population over 5 branches of Karmosansthan Bank Limited. A total of 130

people were chosen and they were provided with the questionnaire. Their answers

were collected as primary data. Afterwards these data were analyzed to get an

overall idea regarding impact of motivation on different stages showing target

population (Table 1).

VNBJ

Branch Frequency Number of Employees Interviewed

Branch 1 1 30

Branch 2 1 25

Branch 3 1 25

Branch 4 1 25

42
VNBJ

Branch Frequency Number of Employees Interviewed

Branch 5 1 25

Total 130

Table 1: Target Population.

Sampling design and size

A sample of about 130 people was selected from the target population, based on

their designation and experience level. The sampling was done using stratified

random sampling method, in which the population are divided into groups (in this

case, designation wise and experience wise) based on factors that may influence

the effect of motivation. In stratified random sampling, the strata (groups) are

formed based on members' shared attributes or characteristics. Its advantages

include minimizing sample selection bias and ensuring certain segments of the

population are not overrepresented or underrepresented showing sample (Table 2).

43
VNBJ
Sample No. of Sample

Branch Frequency Size Respondent Population

Branch 1 1 1 30 30

Branch 2 1 1 25 25

Branch 3 1 1 25 25

Branch 4 1 1 25 25

Branch 5 1 1 25 25

Total 130

Table 2: Sampling design and size.

44
Data Collection Instrument

We employed a self-administered questionnaire of descriptive type to collect

primary data before analyzing. This questionnaire is convenient in many ways.

Firstly, the respondents answer at their convenience. Secondly, there is no need to

set up interview appointments. Furthermore, no interviewer is present to inject bias

in the way of questions asked. Moreover, the low cost-per-completion makes it an

economical method of surveying large sample.

Data analysis and presentation

We used SPSS (Statistical Package for the Social Scientists) as a data management

and statistical analysis tool which has a very versatile data processing capability. It

is an electronically storing questionnaire data. Data are stored in a spreadsheet-like

table similar to that of Microsoft Excel. It also generates routine descriptive

statistical data for question responses, such as frequency counts of closed

questions, distribution of multiple-choice question responses etc. It creates

graphical presentations of questionnaire data for reporting, presentations or

publication which also explores relationships between responses to different

questions collating open question responses [17].

45
a. Background information : Before analyzing data, the background information

on the employees at different level has been shown throughout the following pi

diagrams. We assume it will be helpful to understand the range of area we’ve tried

to cover with our research.

We see that, among the 130 people we conducted our research on, 42%, i.e., 55

individuals were female and 58%, i.e., 75 individuals were male (Figure 4).

Figure 4: Gender of employees.

We see that, among 130 people we conducted research on, 28 individuals are of

age 21-30 years, 43 individuals are of age 31-40 years, 40 individuals are of age

41-50 years and 19 individuals are of age 51-60 years (Figure 5).

46
Figure 5: Age of employees.

We see that, among 130 people we conducted research on, 102 individuals are

University Graduate and 28 individuals are University Postgraduate (Figure 6).

47
Figure 6: Educational qualification of employees.

We see that, among 130 people we conducted research on, 20 individuals are

serving between 0-4 years, 35 individuals are serving between 5-8 years, 43

individuals are serving between 9 and 12 years and 32 individuals are serving for

more than 12 years (Figure 7).

48
Figure 7: Service of employees.

49
b. Effect of extrinsic motivation: We considered three factors as extrinsic

motivation determinant; They are Salary, Monetary Incentives and Compensation

Package. The result showed that, extrinsic motivation is a dominating factor for

motivation employees. We considered three ramifications under this factor. Here,

in case of salary, 90% respondents agreed that salary motivates employees to

improve their performance; meanwhile, 8% agree with the fact, 2% are uncertain

and no one disagrees. In case of monetary incentives, 68% respondents agreed that

monetary incentives motivate employees to improve their performance; 23% agree

with the fact, 6% are uncertain, 2% disagree and 1% strongly disagree. In case of

compensation packages, 77% respondents agreed that compensation packages

motivate employees to improve their performance; 16% agree with the fact, 6% are

uncertain, 1% disagree and none strongly disagrees (Table 3) (Figure 8).

Strongly Strongly

Statements Agree Agree Uncertain Disagree Disagree

Salary 90% 8% 2% 0% 0%

Monetary
68% 23% 6% 2% 1%
Incentives

50
 Strongly Strongly

Statements Agree Agree Uncertain Disagree Disagree

Compensation
77% 16% 6% 1% 0%
Package

Table 3: Effect of extrinsic motivation.

Figure 8: Effect of extrinservice motivation.

51
c. Effect of job enrichment and performance appraisal: We categorized this

section into four different factors; they are work environment, responsibility,

promotion and recognition and appraisal for work done. The study shows that job

enrichment and performance appraisal is a very important psychological

motivating factor. Here, in case of work environment, 72% respondents agreed that

work environment motivates employees to improve their performance; meanwhile,

22% agree with the fact, 2% are uncertain, 3% disagree and 1% strongly disagree.

In case of responsibilities, 52% respondents agreed that responsibilities motivate

employees to improve their performance; 19% agree with the fact, 7% are

uncertain, 15% disagree and 9% strongly disagree. In case of promotion, 65%

respondents agreed that promotion motivate employees to improve their

performance; 22% agree with the fact, 10% are uncertain, 3% disagree and none

strongly disagrees. In case of recognition and appraisal for work done, 72%

respondents agreed that recognition and appraisal for work done motivate

employees to improve their performance; 18% agree with the fact, 6% are

uncertain, 3% disagree and 1% strongly disagree (Table 4) (Figure 9) .

52
 Strongly Strongly

Statements Agree Agree Uncertain Disagree Disagree

Work Environment 72% 22% 2% 3% 1%

Responsibility 52% 19% 7% 15% 9%

Promotion 65% 22% 10% 3% 0%

Recognition and

Appreciation for 72% 18% 6% 3% 1%

work done

Table 4: Effect of job enrichment and performance appraisal.

53
Figure 9: Effect of job enrichment and performance appraisal.

54
d. Effect of relationships and security: Effect of relationships and security was

divided into three sectors; Relationship with superiors, Relationship with peers and

Job security. The result showed that, relationships and security is also a dominating

factor for motivation employees. We considered three ramifications under this

factor. Here, in case of Relationship with superiors, 78% respondents agreed that

Relationship with superiors motivates employees to improve their performance;

meanwhile, 15% agree with the fact, 4% are uncertain, 2% disagree and 1%

strongly disagree. In case of Relationship with peers, 71% respondents agreed that

Relationship with peers motivate employees to improve their performance; 16%

agree with the fact, 5% are uncertain, 6% disagree and 2% strongly disagree. In

case of Job security, 73%respondents agreed that Job security motivate employees

to improve their performance; 18% agree with the fact, 9% are uncertain and none

disagrees .

Strongly Strongly

Statements Agree Agree Uncertain Disagree Disagree

Relationship with
78% 15% 4% 2% 1%
Superiors

55
 Strongly Strongly

Statements Agree Agree Uncertain Disagree Disagree

Relationship with
71% 16% 5% 6% 2%
Peers

Job Security 73% 18% 9% 0% 0%

Table 5: Effect of relationships and security.

Figure 10: Effect of relationships and security.

56
e. Effect of authority to make decision and growth opportunity: Here, in case

of Authority to make decision, 53% respondents agreed that Authority to make

decision motivates employees to improve their performance; meanwhile, 12%

agree with the fact, 25% are uncertain, 6% disagree and 4% strongly disagree.

Here, in case of Growth Opportunity, 76% respondents agreed that Growth

Opportunity motivates employees to improve their performance; meanwhile, 25%

agree with the fact, 5% are uncertain, 2% disagree and 2% strongly

disagree (Table 6) and (Figures 11 and 12).

Strongly Strongly

Statement Agree Agree Uncertain Disagree Disagree

Authority to make

decision in order to 53% 12% 25% 6% 4%

complete task

Growth Opportunity 76% 15% 5% 2% 2%

Table 6: Effect ofauthority to make decision and growth opportunity.

57
Figure 11: Effect of authority to make decision and growth opportunity.

Figure 12: Effect of authority to growth opportunity.

58
 Findings

From the data analysis above, we find that, there are two parts to data analysis; the

first part provided the background data of the respondents and the second part

represented elaborated expression about their response are showed in the form of

percentage under each section which are Extrinsic motivation, Job enrichment and

performance appraisal, Relationships and security, Authority to make decisions

and Growth opportunity.

a. Effect of extrinsic motivation on employee performance: From the study

conducted above, It can be asserted with certainty that, extrinsic factors are great

motivator as majority of the respondents thinks. So, an effective scheme of

monetary and extrinsic rewards should be made. It is also to be kept in mind that,

after a certain amount of time, employees may feel the requirement for more

monetary incentives.

b. Effect of job enrichment and performance appraisal: Job enrichment and

performance appraisal are also a decent motivation factors. The effects of these

factors are more on the psychological perspective. If the working environment is

good, the employee will perform with more convenience and ease. Similarly, if the

employee knows his/her good performance is being appraised by the top

59
management and subordinates, then surely better performance can be expected.

Nonetheless in some cases, the employees may feel pressurized by excessive

workload and responsibility which that case works as a de motivator.

c. Effect of relationships and security: Relationships with superiors and peers are

also important as deducted from the survey above. Similarly, job security has also

a positive effect on employees’ performance as they feel more secured doing their

job knowing that they are secured with their job. That’s why it is better to provide

a legal agreement during joining.

d. Effect of authority to make decision: If the employees are given authority to

take decision under their territories of expertise, then it may very well be used as

an enormous motivation tool. They shouldn’t be allowed to take decision outside

their range of operation.

e. Effect of growth opportunity: If the employees feel that they have a great

future in their respective organization, they will work with more efficiency and

compatibility. So this is also a great motivator. Such motivating should be

established by exemplifying others working in the same organization.

60
 Conclusion

The researchers inferred to the conclusion based on the research conducted above

and the respondents ‘repercussion of the questionnaire supplied, that motivation

indeed has a momentous effect on employee performance. From the data analysis

presented above we can clearly come to the decision that the factors taken into

account during the survey (Extrinsic factors, Job enrichment and performance

appraisal, Relationships and job security, Authority in decision making, Growth

opportunity etc.), pragmatically dominates employees’ will to perform and achieve

goals of the respective organization. The factors considered under Extrinsic

motivation are salary, monetary incentives and compensation package; the factors

considered under Job enrichment and performance appraisal are work

environment, responsibility, promotion and recognition and appreciation for work

done; the factors considered under Relationships and security are relationship with

superiors, peers and job security; Moreover, Authority to make decisions, Growth

opportunity and prospects were also considered. The result evidently represented

the tangible sorting of how motivation is responsible for upliftment of employee

performance. From what the researchers found it can easily be stated that the

connection between motivation and performance is quite natural if not obvious.

61
When the employees will get some extra drive and exertion, it is bound to

ameliorate their typical standard of performance.

62
 Recommendation

The results obtained from this research can certainly be used very effectively to

improve the present scenario of motivation in different sectors of our country. It

will help to establish a firmer grip on not only organizational behavior but also

employee psychology. Motivating your employees is a delicate and purposeful

challenge that requires more than an annual review or jotting a few notes in

someone’s personnel file. The following can be suggested based on the research

and survey conducted above.

• Based on the result provided by the study, the organization can get an idea of the

fact if they require taking steps regarding motivation.

• The study can also be used to bring clarity concerning how to implicate different

theories of motivation into practical field of work.

• To inspect the extend up to which motivation has been able to meet employee

prospect expectation.

• To inspire these sectors to enforce more motivational tools to achieve more

successes.

63
• The results can be used to compare present scenario regarding level motivation

and the optimum rate of motivation should be applied to attain organizational goals

most effectively. There are certainly more scopes for conducting research studies

concerning motivation in the future. The researchers conducted their study on real

state sector. There are other sectors like industrial sectors, marketing sectors,

business sectors etc. These are the main economic power provider for a country. If

we can generate better outcomes from these sectors, our country is bound to be

developed. From the study above we see that motivation has a dominating impact

on employee performance, so, if we can find out more effective use of motivational

tools from these studies, it will certainly help to make our economic sectors more

enriched.

64
 BIBILEOGRAPHY

1. Vroom VH (1994) Work and motivation. Wiley, USA.

2. Galbraith JR, Cummings LL (1967) An empirical investigation of the motivational

determinants of task performance: interactive effects between instrumentality-valence and

motivation-ability.

3. Jones G, George J (2016) Contemporary Management. 9the dn, McGraw-Hill Education,

Australia.

4. Definition and meaning of motivation in Business – Business Consi.

5. Saks AM (2006) Antecedents and consequences of employee engagement. Journal of

Managerial Psychology 21: 600-619

6. A Brief overview of advantages of self-administered surveys.

7. Wellins RS (2015) Employee Engagement: The key to realizing competitive advantage.

8. CIPD (2015) Resourcing and Talent Planning (Recruitment, Retention and Turnover). An

annual report.

9. Herzberg F (2003) One more time: How do you motivate your employees? Harvard Business

81: 87-96.

10. Brown JF, Ballard BJ, Cress MM (1982) Employee motivation and productivity Montana

State Library, USA.

65
11. (2015) Literature review of concepts and theories of Motivation.

12. Mullins LJ (2005) Management and Organizational Behavior. 7thEdn, Pearson Education,

UK

13. Lindner JR (1998) Understanding Employee Motivation, JOE 36: 1077-5315.

14. Seleste L (2009) Survey Analysis: Employee Motivation by Generation Factors.

15. The Importance of Employee Motivation by American Job Exchange

16. Investopedia (2015) What are the advantages and disadvantages of stratified random

sampling?

17. SPSS for data processing – The University of Sheffield, UK.

18. Eric (1977)A Motivation Contract Model of Employee Appraisal.

19. Articles On Motivation – The Management Study.

66