Submitted To:- Submitted By

Prof. Tk Jain Simran Maheshwari

Sid:39919
BBA 6Th Sem
 Human development has also been seen a way of motivating company’s employee for
excellence. Motivation is an equally important responsibility of human management.
It translates directly into productivity and team effectiveness. People working together
with energy and enthusiasm are far more effective and productive than a group
lacking that spark because of job dissatisfaction or boredom. As a manager, you play a
big role in building team motivation
 Probably, no concept of HRM receives as much attention of academicians, researchers
and practicing manager’s motivation. The increased attention towards motivation is
justified by several reasons
 1. Motivated employees are always looking for better ways to do a job. This statement
can apply to corporate strategists and to production workers. It is the responsibility of
managers to make employees look for better ways of doing their jobs.
 2. A motivated employee generally is more quality oriented. This is true whether we
are talking about a top manager spending extra time on data gathering and analysis
for a report or a clerk taking extra care when filing important document.
The purpose of the present study is to contribute to an
understanding of the actual and potential role of E-mail Marketing
in Healthcare Sector.
Specific objective are:
 To judge the importance of email marketing in healthcare sector

 How healthcare sector is benefitted by email marketing

 To find out how to use emails to target healthcare market

  Managerial usefulness of the study
 This study will cover various approaches towards organizational
excellence with a special focus on human development and motivation.

Types of research
 Quantative research- quantitative research generates numerical data or
information that can be converted into numbers. Only measurable data
are being gathered and analysed in this type of research.
 Qualitative research- Qualitative research on the other hand generates
non-numerical data. It focuses on gathering of mainly verbal data rather
than measurements. Gathered information is then analysed in an
interpretative, subjective, impressionistic or even diagnostic manner
 Human Development: This is the activities undertaken to expose
an employee to perform additional duties an assume position of
importance in organization.
 Productivity: Is the measure of how well resource are brought
together in organizations and utilized for accomplishing a set of
results, productivity is reaching the highest level of performance
with the least expenditures.

 Organization: This is the process of dividing work into convenient
tasks or duties or grouping such duties in the format posts
delegation of authority to each post and approving qualified staff
to be responsible that the work is carried out as planned.
 Motivation: Is a term used to describe those processes both instructive and
national by which people seek to satisfy the basic desires, perceived needs
and personal goals which trigger human behavior.
 Development: Is the act of improving once ability to face future job
responsibility or challenges.
 Management Development: According to Chile (1969) management
development can be seen or defined as an economic resource that performs
a technical function such as planning, organizing, staffing, Directing and
controlling.
 WHAT IS MOTIVATION?
 A basic principle is that the performance of an individual
depends on his or her ability backed by motivation. Stated
algebraically the principle is:
 Performance =f (ability × motivation)
 Ability refers to the skill and competence of the person to
complete a given task. However, ability alone is not enough. The
person’s desire to accomplish the task is also necessary.
Organizations become successful when employees have abilities
and desire to accomplish given task.
 1. Motivated employees are always looking for better ways to do a job. This statement can apply to corporate
strategists and to production workers. It is the responsibility of managers to make employees look for better
ways of doing their jobs.
 2. A motivated employee generally is more quality oriented. This is true whether we are talking about a top
manager spending extra time on data gathering and analysis for a report or a clerk taking extra care when
filing important document.
 3. Highly motivated worker are more productive than apathetic worker .The high productivity of Japanese
worker and the fever worker are needed to produce an automobile in Japan than elsewhere is well known. An
appreciation of the nature of motivation is highly useful manager.
 4. Every organization requires human resources in addition to financial and physical resources for it to function
.Three behavioral dimensions of HR are significant to organizations (i) people must be attracted not only to join
the organizations but also to remain it (ii) people must perform he tasks for which they are hired and must do
so in a dependable manner and (iii) people must go beyond this dependable role per performance and engage
in some form of creative, spontantaneous, and innovative behavior at work.
 5. Motivation as a concept represents a highly complex phenomenon that affects. and is affected by .a
multitude of factors in the organizational milieu .an understanding of the topic of motivation is thus essential
in order to comprehend more fully the effects
 The greatest asset of any company is its human resources that ensure that
achievement of the company’s goal and objective. (Human resource Article, 2012).
It is unfortunate that most company’s or organization have neglected the
development and management of their chief asset which is human resource
(human resource Article 2012).

 According to Susan, (2012), human Management is the function within an

organization that focused on recruitment of, management of, and providing
direction for the people who work in the organization. It is also a strategic and
comprehensive approach of managing people and the work place culture and
environment (Susan, 2012). Effective Human management enables employees to
contribute effectively and productivity to the overall company direction and the
accomplishment of the organization’s goals and objectives (Susan, 2012).
 The importance of motivating people at work is noticeable at all levels of organization.
Starting from managers who need to be aware of factors that motivate their subordinates to
make them perform well, through employees who need to think through what expectations
they have of work, ending up with human resource professionals who have to understand
motivation to effectively design and implement reward structure and systems. It seems to
be obvious that companies need motivated employees and without any doubts motivation
is an important aspect of human management. However, because of a complex nature of
human behavior, motivation is not easy to understand and to use (Hacket, 1999).

 Human development has also been seen a way of motivating company’s employee for
excellence. Motivation is an equally important responsibility of human management. It
translates directly into productivity and team effectiveness. People working together with
energy and enthusiasm are far more effective and productive than a group lacking that
spark because of job dissatisfaction or boredom. As a manager, you play a big role in
building team motivation (Aniago and Ejiofor, 2004).
 The following hypotheses will be tested to guide this study;

 1. H0: Human development has no significant effect on the excellence
of emerging companies.

 H1: Human development has a significant effect on the excellence of
emerging companies.

 2. H0: Motivation of employees has no significant effect on the
excellence of emerging companies.

 H1: Motivation of employees has a significant effect on the excellence of
emerging companies.
 Some of research suggested that money is not as potent as it seemed
to be, many companies tried to implement monetary incentives as
their main tool to motivate employees for excellent performance.
Performance related pay became the new mantra that was used
unquestionably by plenty of companies (Frey & Osterloch, 2002).
Despite positive developments that have taken place, Nigeria is still
among the countries with some of the lowest indicators of human
development. Its levels of illiteracy and poverty are unacceptably
high. The rise in income inequalities and regional disparities is also a
matter of concern. Employment has grown, but the jobs created are
not of high quality. Although there has been an expansion in several
social services like staff welfare and education, the quality of most of
these services remains poor in most of the organizations.
 Financial constraint- Insufficient fund tends to impede the
efficiency of the researcher in sourcing for the relevant
materials, literature or information and in the process of
data collection (internet, questionnaire and interview).

 Time constraint- The researcher will simultaneously

engage in this study with other academic work. This
consequently will cut down on the time devoted for the
research work
 RESEARCH METHODOLOGY.
 Introduction
 This chapter deals with the methods and tools the researcher uses in data collection and analysis. It
describes the research design that was used by the researcher, data sources and collection tools,
processing, analyzing and the challenges that the researcher faced.
 Research design & Strategy
 The researcher used a case study strategy which was Sumega Technologies and an explanatory
research design because it sought to explain why there were still low levels of employee performance
despite the many ways put Sample design
 Random sampling and purposive sampling techniques were employed.
 Random sampling technique is a process of selecting a sample that allows all members of the group or
population to have an equal and independent chance of being selected for the sample. Random
sampling technique was employed when selecting the employees at operational level. This was done to
avoid bias.
 Purposive sampling technique refers to a process whereby the researcher selects a sample based on
experience or knowledge of the group to be sampled. Purposive method was applied when selecting
management staffs because there was need to specifically get information from those members of staff
who deal directly in administrative duties.
 Sources of data
 The researcher used both primary and secondary data sources.
 Primary data source
 This refers to raw facts collected or generated in a given research for the first time. This
data was generated from the sample population by use of the questionnaire.
 Secondary data source
 This method involves sourcing for already processed information. Data was got by
reviewing relevant text books, journals, news papers, records of Sumega Technologies and
other published materials about the research topic.
 Data collection methods & instruments
 The researcher used questionnaire as an instrument of data collection.
 Questionnaire
 A questionnaire is a list of questions drafted by the researcher to be filled by the
respondent. This was the basic tool the researcher used in data collection. The
questionnaire contained both close ended and open ended structured questions and the
variables therein were measured using likert scaling technique. The reason for use of this
method was that it minimized bias.

 The study concludes that, the motivational program procedure in travel
solution, is found effective but not highly effective. The study on employee
motivation highlighted so many factors which will help to motivate the
employees. The study was conducted among 50 employees and collected
information through structured questionnaire. The Study helped to findings,
which were related with employee motivational, programs which are provided in
the organization.
 The performance appraisal activities really play a major role in motivating the
employees of the organization. It is a major factor that makes an employee feels
good in his work and results in his satisfaction too. The organization can still
concentrate on specific areas which are evolved from this study in order to make
the motivational programs more effective. Only if the employees are properly
motivated- they work well and only if they work well the organization is going to
benefit out it. Steps should be taken to improve the motivational programs
procedure in the future. The suggestions of this report may help in this direction.
