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MOTIVATION


MOTIVATION


OBJECTIVES
Motivation is a set of favourable or unfavourable feeling and emotions with which employees view their work. Motivation is an affective attitude –a feeling of relatively like or dislike towards something.  If the employee is de motivated with his or her job they will quit the job faster. Motivation plays a very important role in any organisation.  A Motivated employee is an asset to an organisation. Hence studying the topic becomes very important. 
Some factors effecting Motivation are universal and consistent. However, there are more important factors that contribute to Motivation, such as relationship with the immediate supervisors, monetary and non monetary needs, Incentives, Working Conditions, Work Culture, management recognition of employee job performance, and communication between employees and senior management.

With the help of this questionnaire I intend to measure the Motivation, identify its source and possibly what factors are most important in determining Motivation.


MOTIVATION

Meaning of Motivation
Technically the term motivation can be traced to a Latin word movere, which mean to “move”.
In a system sense, motivation consists of these three interacting and interdependent elements:
·         NEEDS:                                                                                                                         Needs are created whenever there is physiological or psychological imbalance. For example, a need exists when cells in the body are deprived of food and water or when the personality is deprived of other people who serve as friends or companies. For example, an individual with a strong need to get ahead may have a history of consistent success.
·         DRIVES:                                                                                                                          With a few exceptions, drives, or motives (the two terms are often used interchangeably), are set up to alleviate needs. A physiological drive can be simply defined as a deficiency with direction. They are at the very heart of the motivational process. The examples of the needs for food and water are translated into the hunger and thirst drives.
·         INCENTIVES:                                                                                                                      At the end of the motivation cycle is the incentive, defined anything that will alleviate the need and reduce a drive. Thus, attaining an incentive will tend to restore psychological and physiological balance and will reduce or cut off the drive. Eating food, drinking water and obtaining friends will tend to restore the balance and reduce the corresponding drives. Food, water, and friends are the incentives in these examples.

METHODOLOGY
Survey is conducted to check if these motivational schemes do actually lift the morale of an employee working in an organization or not. For this we have taken a sample size of 10 people working in the organization
To these 10 people we gave a questionnaire to fill which consisted of questions based on factors which motivated them at their work place and what more did they expected from their employers.



Sr. No.
Questions
Strongly
Disagree
Disagree
Neither
Agree nor
Disagree
Agree
Strongly
Agree
01
I am happy with the salary increments given to me.





02
I get regular feedback for the work done by me.





03
I am satisfied with the lunch break, rest breaks and leaves given in the organization.





04
Good physical working conditions are provided in the organization





05
I am satisfied with the salary I draw at present.





06
The medical benefits provided in the organization are satisfactory.





07
The retirement benefits available are sufficient





08
I am satisfied with the responsibility and role that I have in my work





09
I feel more motivated while participating in activities arranged by the company.





10
I find opportunities for advancement in this organization





11
I get motivated on the fact that your valuable contribution/feedback is taken into consideration by the management.





12
The employees in the organization feel secured in their job.





13
In this organization there is fair amount of team spirit.





14
The quality of the relationships in the informal workgroup is quite important to me.





15
Visibility with top management is important to me







ANALYSIS FROM FINDINGS
From the above findings we have seen that the company gives a greater attention in motivating the employees. It has been found that majority of the employees of The New India Assurance Co. Ltd are highly motivated and like working at The New India Assurance Co. Ltd Thus it proves that the employee has to work hard and achieve the goal set by the management. But this is a exception in case of theory Y people , they are motivated but not fully. And these are the assets of the firm .
The relevant questionnaire reveals the motivation level the employee gets from the management.
Employees are motivated with the working conditions in the organisation; the medical benefits provided to them,retirement benefits, the responsibility and role given to them, they feel motivated in participating in the activities arranged by the company as a result of which the quality of relationship in the informal work is good. The employees are motivated with the aspect of the visibility of the top management on them and feel they have opportunities of advancement for them in the organisation. Also the strongest point is their Job Security and Team Spirit. This is a very strong Motivational Point for all the employees in the company. In fact the retention and sustainability is extremely important to the company and hence there is less employee turnover, which results in increase of efficiency at work.
The current salary and the salary increment along are one of the reasons where the employees feel less motivated. There are few breaks given to employee during work and it’s very difficult for them to take leaves. And the employees are quite neutral about getting a regular feedback.



CONCLUSION
1.      The employees share a very good relationship with each other and are overall  happy with their work environment.

2.      The working environment plays a major part in the productivity of the company. The company conducts recreation activities as a stress realise for the employees (extracurricular activities and trips).

3.       The management making the employee participate in the various activities is a good way to involve them in team building which is necessary in the day to day working of the organisation.

4.       Salary plays a major part in the life cycle of an employee in any type of organisation. The employee should be given adequate salary and the increment should be also done on a regular basis.

5.      The company does give Feedback but not very regularly. And they also want their feedbacks to be taken into consideration as well .

RECOMMENDATIONS AND SUGGESTIONS
On the above findings, following recommendations can be given to the company for motivating the employee.
1.      There should be increase in the salary of the employees working in the organisation as they are dissatisfied with the current salary drawn by them. Also, the increment needs to be done on a regular basis i.e. on a quarter or half yearly basis rather than on yearly basis.


2.      It’s not that a regular feedback about the work of the employee is not done in the organisation. But the management should pay little more attention in providing regular feedback to the employees to make them happy and motivated in their work.

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