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Preface
We, the students of Business Studies, have been assigned a project/ research to conduct by our respective Professor of Business Studies, Mr. Sanjeev Lama, in order to enhance our business insight through practical learning adjunct to classroom lectures. The topic of our research is based on Motivation level of the staffs and our samples are the administrative and other staffs from Trinity International College. In fact, motivation is the desire to see the job done effectively with the efficient allocation of time. As it plays a significant role for the success of the business, it has become an inevitable concern of any organization. So, our research and information, conducted using both primary and secondary research methods, shows whether the employees are motivated and what are the factors that has led to motivate them and contrarily, the factors that have reduced their moral and motivation level. We would like to thank Mr. Lama for providing us such an opportunity which helped us a lot to be creative and innovative and assess the various factors that comes in a commercial world. Indeed, its the highest accolade we have received from this Project. Sincerely yours Group Members
TIC consists of around 3000 students in the +2 level and with around 200 students in the A Levels.
The number of teachers is around 25 in the A Levels and around 50 in the +2. The total number of non-teaching staffs is around 50-55 as per 2010.
About Motivation
Definition: It is the driving force by which humans achieve their goals. In other words, it is the desire to see a job done quickly and well. 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 organization are not aligned.
Gains from wellmotivated staff - Low staffs turnover - Low absenteeism - High Productivity - Make suggestions for
Downsides of poor staff motivation - Absenteeism - Lateness - Poor performance - High staffs turnover - Poor response rate - Grievances - Accidents
Secondary
-> Official Statistics
What do you work for? And does the work you perform interest you?
Do you think your salary is justifiable on contrast with the current hike in price levels? Is it sufficient to afford your fundamental wants? On what basis are you paid? - Monthly - The number of days you work
During the work, do you find yourself alone or are there other companions to whom you can interact? Are you given the authority to decide yourself, for example, when to take breaks or other? Whats the working condition? Is it safe or risky?
(If risky, fill up the question that follows) - Are you insured?
Does your instructor consult with you as to how the work should be conducted or s/he just simply gives you orders?
Are you provided with regular feedback on your performance? (What kind of feedback it normally is-positive or negative?)
Is the relationship between your owner and you just limited to stringent boss and worker? And, does s/he blames/insults you in front of other people or let say, students if you are unable to complete the task as per instructions? Are there any complaint charters where you can express the things you are not satisfied? Or are you a member of the Quality Circle?
Do you think the management or your senior boss exhibits exploitative or discriminative behaviour between you and other workers just because what you do and who you are?
Are there any provisions for advancement or you have to stand at the same pedestal as long as you work? Have you been rewarded with anything for the work you have performed or simply, are you given bonus at festive seasons especially in Dashain and Tihar?
And are there any policies such as pregnancy leave in case your wife gives birth to a baby?
Does your company compensate your medication expenses in case you fall ill/ wounded within the college premises?
Official Statistics
As per the admin of TIC, total number of staffs= around 50 Labor turnover : 5-6 on average per annum. No complaint charter. No insurance policies nor any policies regarding the leave, in particular, pregnancy. No policy regarding redundancy payment. Festive bonus: 50% of the monthly salary
Security Guards
Enthusiastic and respect their work Salary is not enough; just enough to satisfy their basic needs ( other side jobs are necessary to fulfill their needs) Shareholders behave in a good way Breaks/leave are given but salary cut-off Heard of Insurance policy but not assured Very less feedback on performance Complaints are considered No delegation (orders are given from the top) One way communication ( advices and opinions are not taken into consideration) Satisfied with TIC No discrimination No advancement
0.2
0.4
0.6
0.8
1.2
Admin staffs
3 2 1 0 Money other reasons Supporting staffs
According to Abraham Maslows hierarchy of human needs, our needs determine our actions-we will always try to satisfy them and we will be motivated to do so. If work can be organized so that we can satisfy some or all of our needs at work then we will become more productive and satisfied. He summarized human needs in the following hierarchy: 1. Physical Needs
2.
Safety needs
3.
Social needs
4.
Esteem needs
5.
Self-actualization
As per the research: - Salary is not enough to satisfy the fundamental wants; Physical needs not properly fulfilled
-> According to Fredrick Herzberg, there are two facto theory that have the on greatest impact on motivation. - Job Satisfactors - Job Dissatisfactors -> As per the research, those factors that lead to staffs having negative feelings is more visible than factors creating positive feelings about their jobs
medication, etc Strict supervision Unsatisfactory amount of salary in relation to the working hours No proper recognition for achievement Increment in salary but no promotion with regard to post or status No job enlargement, enrichment
between staffs Can communicate with the higher level of staffs directly Satisfactory working conditions Delegation and Responsibility Regular Feedback on performance
conclusion
Concluding our research, the moral and
motivation level of the lower-paid staffs is not at the expected level Where as, the higher level staffs are motivated to some extent Menial job performing staffs experience sweatshops. Overall, they have not performed their best. If motivation level is raised their productivity is sure to soar up.
Anisha Subedi Angela Regmee Aryan Nepal Dinesh Raj Panta Jebita Shrestha Muna Rai Sanjay Shrestha Sushrey Nepal Tisa Shreshta Yasmin Thapa