1.

INTRODUCTION

The efficiency of a person depends on two factors, firstly, the level of ability to do
a certain work, secondly, the willingness to do the work. So for as the first factor is
concerned it can be acquired by education and training, but the second factor can
be created by motivation. A person may have several needs and desires. It is only
strongly felt needs which motives become. Thus motives are a product of needs
and desires motives are many and keep on changing with time motives are
invisible and directed towards certain goals.

Motivation means that process which creates on inspiration in a person to

motivation is derived from the word motive which means the latest power in a
person which impels him to do a work.

Motivation is the process of steering a persons inner drives and actions towards
certain goals and committing his energies to achieve these goals. It involve a chain
reaction starting with felt needs, resulting in motives which give rise to tension
which census action towards goals. It is the process of stimulating people to strive
willingly towards the achievement of organizational goals motivation may be
defined as the work a manager performs an order to Induce Subordinates to act on
the desired manner by satisfying their needs and desires. Thus motivations is
concerned with how behavior gets started, is energized, sustained and directed.

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 2. WHAT IS MOTIVATION?

The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man,
there is some stimulus behind it .Stimulus is dependent upon the motive of the
person concerned. Motive can be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different
motives operate at different times among different people and influence their
behaviors. The process of motivation studies the motives of individuals which
cause different type of behavior.

Motivation is the core of management. Motivation is an effective instrument in the

hands of the management in inspiring the work force .It is the major task of every
manager to motivate his subordinate or to create the will to work among the
subordinates .It should also be remembered that the worker may be immensely
capable of doing some work, nothing can be achieved if he is not willing to work
.creation of a will to work is motivation in simple but true sense of term.

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

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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 motives or needs 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.

Definition of Motivation.

According to Edwin B Flippo, Motivation is the process of attempting to

influence others to do their work through the possibility of gain or reward.

According to Michael J. Jacius ; Motivation is the act of stimulating some one or

oneself to get a desired course of action or to push the right button to get a desired
reaction.

According to Dalton E. Mcfarland, "The concept of motivation is mainly

psychological. It related to those forces are many and keep on changing with time
motives are invisible and directed towards certain goals.

Importance of motivation

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Motivation is one of the most important factors determining organizational
efficiency. All organizational facilities will go to waste in absence of motivated
people to utilize these facilities effectively. Every superior in the organization must
motivate its subordinates for the right types of behavior. The performance of
human beings in the organization is dependent on the ability in the motivation.
Rensis Likert called motivation as" the cost of the management". Motivation is an
effective instrument in the hands of management in inspiring the workforce.
Motivation increases the willingness of the workers to work, thus increasing
efficiency and effectiveness of the organization.

Best utilization of resources: -

Motivation ensures best and efficient utilization of all types of resources.

Utilization of resources is possible to their fullest extent if the man is induced to
contribute their efforts towards attaining organizational goals. Thus, people should
be motivated to carry out the plans, policies and programmes laid down by the
organization.

Will to Contribute: -

There is a difference between "Capacity to work" and "willingness to work". One

can be physically and mentally fit to work but he may not be willing to work.
Motivation results in feeling of involvement to present his better performance.
Thus, motivation bridges the gap between capacity to work and willingness to
work.

Reduction in Labor Problems: -

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All the members try to concentrate their efforts to achieve the objectives of the
organization and carry out plans in accordance with the policies and programmes
laid down by the organization if the management introduced motivational plans. It
reduces labor problems like labor turnover, absenteeism, indiscipline, grievances,
etc. because their real wages increase by the motivational plans.

Sizeable increase in production and productivity: -

When motivated properly, people try to put efforts produce more, thus increasing
their efficiency and as a result of this general production and productivity of the
organization increases. They (motivated employees) use the methods, system and
technology effectively in the best interest of the organization.

Basis of Cooperation: -

In a zeal to produce more the member's work 'an s a team to pull the weight
effectively, to get their loyalty to the group and the organization, to carry out
properly the activities allocated and generally to play an efficient part in achieving
the purpose which the organization has undertaken'. Thus, motivation is a basis of
cooperation to get, the best result out of the efforts of the human beings on the job.

Improvement upon skill and knowledge:-

all the members will try to be efficient as possible and will try it improve upon the
skill and knowledge to the progress of the organization which, in turn will provide
the promised and more, ultimately enabling them to satisfy their needs - personal
and social both.

Acceptance of organizational change: -

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Change is the law of nature. Due to several changes in the society, changes in
technology, value system, etc. organization has to incorporate these changes to
cope with the requirement of the time. If people are effectively motivated, they
gladly accept, introduce and implement these changes without reserving any
resistance to change and negative attitude, thus keeping the organization on the
right track of progress.

Better Image: -

A firm that provides opportunities for the advancement of its people has a better
image in the minds of the public as a good employer. This, image helps in
attracting qualified personnel and thus simplifies the staffing function. This will
also improve employee satisfaction and reduce industrial stifle. In a nutshell, to
achieve the organizational and individual goals in an economical and efficient
manner, motivation an important tool in the hands of management to direct the
behavior of subordinates in the desired and appropriate direction and thus
minimize the wastage of human and other resources.

1-High Level of Performance.

2-Low Employee Turnover and Absenteeism.

3-Easy Acceptance of organizational changes.

4-Good human relations.

5-Good image of organization.

6-Increase in Morale.

7-Proper use of Human Resource Possible.

8-Helpful in Achieving Goals.

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9-Builds Good relations among employees.

10-Easier Selection.

11-Facilities Change.

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
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.

Workers will tend to be as 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 labors 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.
The number of complaints and grievances will come down. Accident will also be
low. There will be increase in the quantity and quality of products. Wastage and
scrap will be less. Better quality of products will also increase the public image of
the business.

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Theories of Motivation.
Understanding what motivated employees and how they were motivated was the
focus of many researchers following the publication of the Hawthorne study results
(Terpstra, 1979). Six major approaches that have led to our understanding of
motivation are Mcclellands Achievement Need Theory, Behavior Modification
theory; Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S.
Adams Equity Theory, Vrooms Expectation Theory, Two factor Theory.

McClellands Achievement Need Theory.

According to McClellands there are three types of needs-

Need for Achievement

This need is the strongest and lasting motivating factor. Particularly in case of
persons who satisfy the other needs. They are constantly pre occupied with a desire
for improvement and lack for situation in which successful outcomes are directly
correlated with their efforts. They set more difficult but achievable goals for
themselves because success with easily achievable goals hardly provides a sense of
achievement.

Need for Power

It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic
leadership style, while it negative application tends autocratic style.

Need for affiliation

It is the related to social needs and creates friendship. This results in formation of
informal groups or social circle.

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Behavioral Modification Theory;
According to this theory people behavior is the outcome of favorable and
unfavorable past circumstances. This theory is based on learning theory. Skinner
conducted his researches among rats and school children. He found that stimulus
for desirable behavior could be strengthened by rewarding it at the earliest. In the
industrial situation, this relevance of this theory may be found in the installation of
financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of

reward incase of low standard work may also produce the desired result. However,
researches show that it is generally more effective to reward desired behavior than
to punish undesired behavior.

Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by
behavioral scientists, A.H Maslow and Frederick Heizberg, whose published works
are the Bible of Motivation. Although Maslow himself did not apply his theory
to industrial situation, it has wide impact for beyond academic circles. Douglous
Mac Gregor has used Maslows theory to interpret specific problems in personnel
administration and industrial relations.

The crux of Maslows theory is that human needs are arranged in hierarchy
composed of five categories. The lowest level needs are physiological and the
highest levels are the self actualization needs. Maslow starts with the formation
that man is a wanting animal with a hierarchy of needs of which some are lower
ins scale and some are in a higher scale or system of values. As the lower needs are
satisfied, higher needs emerge. Higher needs cannot be satisfied unless lower needs
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are fulfilled. A satisfied need is not a motivator. This resembles the standard
economic theory of diminishing returns. The hierarchy of needs at work in the
individual is today a routine tool of personnel trade and when these needs are
active, they act as powerful conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs,
safety needs, social needs, ego needs and self actualization needs, as shown in
order of their importance.

Physiological or Body Needs: - The individual move up the ladder responding

first to the physiological needs for nourishment, clothing and shelter. These
physical needs must be equated with pay rate, pay practices and to an extent with
physical condition of the job.
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Safety: - The next in order of needs is safety needs, the need to be free from
danger, either from other people or from environment. The individual want to
assured, once his bodily needs are satisfied, that they are secure and will continue
to be satisfied for foreseeable feature. The safety needs may take the form of job
security, security against disease, misfortune, old age etc as also against industrial
injury. Such needs are generally met by safety laws, measure of social security,
protective labor laws and collective agreements.

Social needs: - Going up the scale of needs the individual feels the desire to work
in a cohesive group and develop a sense of belonging and identification with a
group. He feels the need to love and be loved and the need to belong and be
identified with a group. In a large organization it is not easy to build up social
relations. However close relationship can be built up with at least some fellow
workers. Every employee wants too feel that he is wanted or accepted and that he
is not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and
recognition, respect and prestige in the work group or work place such as is
conferred by the recognition of ones merit by promotion, by participation in
management and by fulfillment of workers urge for self expression. Some of the
needs relate to ones esteem

e.g.; need for achievement, self confidence, knowledge, competence etc. On the
job, this means praise for a job but more important it means a feeling by employee
that at all times he has the respect of his supervisor as a person and as a contributor
to the organizational goals.

Self realization or Actualization needs: - This upper level need is one which
when satisfied provide insights to support future research regarding strategic

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guidance for organization that are both providing and using reward/recognition
programs makes the employee give up the dependence on others or on the
environment. He becomes growth oriented, self oriented, directed, detached and
creative. This need reflects a state defined in terms of the extent to which an
individual attains his personnel goal. This is the need which totally lies within
oneself and there is no demand from any external situation or person.

J.S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the
employee perceives inequity, she/he will act to correct the inequity: lower
productivity, reduced quality, increased absenteeism, voluntary resignation.

Vrooms Expectation Theory

Vrooms theory is based on the belief that employee effort will lead to performance
and performance will lead to rewards (Vroom, 1964). Reward may be either
positive or negative. The more positive the reward the more likely the employee
will be highly motivated. Conversely, the more negative the reward the less likely
the employee will be motivated.

Two Factor Theory

Douglas McGregor introduced the theory with the help of two views; X
assumptions are conservative in style Assumptions are modern in style.

X Theory
Individuals inherently dislike work.

People must be coerced or controlled to do work to achieve the objectives.

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People prefer to be directed

Y Theory
People view work as being as natural as play and rest

People will exercise self direction and control towards achieving objectives they
are committed to

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 3. TYPES OF MOTIVATION

Intrinsic motivation occurs when people are internally motivated to do something

because it either brings them pleasure, they think it is important, or they feel that
what they are learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to do something

or act a certain way because of factors external to him or her (like money or good
grades)

Incentives
An incentive is something which stimulates a person towards some goal. It
activates human needs and creates the desire to work. Thus, an incentive is a means
of motivation. In organizations, increase in incentive leads to better performance
and vice versa.

Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never
fully satisfied. If one need is satisfied, the other need need arises. In order to
motivate the employees, the management should try to satisfy their needs. For this
purpose, both financial and non financial incentives may be used by the
management to motivate the workers. Financial incentives or motivators are those
which are associated with money. They include wages and salaries, fringe benefits,
bonus, retirement benefits etc. Non financial motivators are those which are not
associated with monetary rewards. They include intangible incentives like ego-
satisfaction, self-actualization and responsibility.

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 INCENTIVES

Financial Incentives Non-financial Incetives

Wages and Salaries. - Competition

Bonus - Group recognition

Medical reimbursement - Job security

Insurance - Praise

Housing facility -Knowledge Res

Wages and Salaries.

Often paid every week, sometimes in cash or sometimes into a bank account. It is a
common way of remuneration for manual workers those who work in factories and
warehouse. It can be calculated in two ways:

Piece Rate: this is where the workers are paid depending on the quantity of
products made. The more they make the more they get paid. This system of wages
is followed where the output can be counted.

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Time Rate: This payment by the hour. The longer you work the more you get paid.
This system of wages is followed where the output cannot be measured.

Bonus
Bonuses motivate employees to raise their performance to meet business goals.
You might want your employees to lower production costs, for example, or
eliminate waste in the materials they use. You might give cash or non-cash bonuses
as incentives. Employees earn rewards for special achievements, improving
productivity and raising profits. Bonuses can serve as an important tool for small
businesses, which have smaller staffs and a smaller reservoir of talent than larger
firms, helping ensure employee loyalty and reducing turnover.

Non-monetary incentives-

Besides the monetary incentives, there are certain non-financial incentives which
can satisfy the ego and self- actualization needs of employees. The incentives
which cannot be measured in terms of money are under the category of Non-
monetary incentives. Whenever a manager has to satisfy the psychological needs
of the subordinates, he makes use of non-financial incentives. Non- financial
incentives can be of the following types:-

Security of service-

Job security is an incentive which provides great motivation to employees. If his

job is secured, he will put maximum efforts to achieve the objectives of the
enterprise. This also helps since he is very far off from mental tension and he can
give his best to the enterprise.

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Praise or recognition-

The praise or recognition is another non- financial incentive which satisfies the
ego needs of the employees. Sometimes praise becomes more effective than any
other incentive. The employees will respond more to praise and try to give the best
of their abilities to a concern.

Suggestion scheme-

The organization should look forward to taking suggestions and inviting

suggestion schemes from the subordinates. This inculcates a spirit of participation
in the employees. This can be done by publishing various articles written by
employees to improve the work environment which can be published in various
magazines of the company. This also is helpful to motivate the employees to feel
important and they can also be in search for innovative methods which can be
applied for better work methods. This ultimately helps in growing a concern and
adapting new methods of operations.

Job enrichment-

Job enrichment is another non- monetary incentive in which the job of a worker
can be enriched. This can be done by increasing his responsibilities, giving him an
important designation, increasing the content and nature of the work. This way
efficient worker can get challenging jobs in which they can prove their worth. This
also helps in the greatest motivation of the efficient employees.

Promotion opportunities-

Promotion is an effective tool to increase the spirit to work in a concern. If the

employees are provided opportunities for the advancement and growth, they feel
satisfied and contented and they become more committed to the organization.

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Motivation is the key to performance improvement

There is an old saying you can take a horse to the water but you cannot force it to
drink; it will drink only if it's thirsty - so with people. They will do what they want
to do or otherwise motivated to do. Whether it is to excel on the workshop floor or
in the 'ivory tower' they must be motivated or driven to it, either by themselves or
through external stimulus.

Are they born with the self-motivation or drive? Yes and no. If no, they can be
motivated, for motivation is a skill which can and must be learnt. This is essential
for any business to survive and succeed.Performance is considered to be a function
of ability and motivation, thus:

Job performance = f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement
is a slow and long process. On the other hand motivation can be improved quickly.
There are many options and an uninitiated manager may not even know where to
start. As a guideline, there are broadly seven strategies for motivation.

There are broadly seven strategies for motivation.

Positive reinforcement / high expectations

Effective discipline and punishment

Treating people fairly

Satisfying employees needs

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Setting work related goals

Restructuring jobs

Base rewards on job performance

Essentially, there is a gap between an individuals actual state and some desired
state and the manager tries to reduce this gap. Motivation is, in effect, a means to
reduce and manipulate this gap.

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 4. Techniques of Motivation

Financial Incentives-

Incentive is an act or promise for greater action. It is also called as a stimulus to

greater action. Incentives are something which are given in addition to wagers. It
means additional remuneration or benefit to an employee in recognition of
achievement or better work. Incentives provide a spur or zeal in the employees for
better performance. It is a natural thing that nobody acts without a purpose behind.
Therefore, a hope for a reward is a powerful incentive to motivate employees.
Besides monetary incentive, there are some other stimuli which can drive a person
to better. This will include job satisfaction, job security, job promotion, and pride
for accomplishment. Therefore, incentives really can sometimes work to
accomplish the goals of a concern. The need of incentives can be many:

To increase productivity,

To drive or arouse a stimulus work,

To enhance commitment in work performance,

To psychologically satisfy a person which leads to job satisfaction,

To shape the behavior or outlook of subordinate towards work,

To inculcate zeal and enthusiasm towards work,

To get the maximum of their capabilities so that they are exploited and utilized
maximally.

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Job enlargement:

Job enlargement (sometimes also referred to as horizontal loading) involves the

addition of extra, similar, tasks to a job.In job enlargement, the job itself remains
essentially unchanged. However, by widening the range of tasks that need to be
performed, hopefully the employee will experience less repetition and monotony
that are common on production lines which rely upon the division of labour.With
job enlargement, the employee rarely needs to acquire new skills to carry out the
additional task, and the motivational benefits of job enrichment are not usually
experienced.One important negative aspect is that job enlargement is sometimes
viewed by employees as a requirement to carry out more work for the same
amount of pay.

Job enrichment-

Job enrichment is connected to the concept of job enlargement.Job enrichment is

the process of "improving work processes and environments so they are more
satisfying for employees".Many jobs are monotonous and unrewarding -
particularly in the primary and secondary production industries. Workers can feel
dissatisfied in their position due to a lack of a challenge, repetitive procedures, or
an over-controlled authority structure.Job enrichment tries to eliminate these
problems, and bring better performance to the workplace.

Job rotation:

it refers to shifting an employee from one job to another. Such job rotation doesnt
mean hanging of their job but only the employees are rotated. By this it helps to
develop the competency in several job which helps in development of employees.

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Why is Job Rotation Important?
Job rotation is seen as a possible solution to two significant challenges faced by
business:

(1) Skills shortages and skills gaps, and

(2) Employee motivation

Skills shortages occur when there is a lack of skilled individuals in the workforce.

Skills gaps occur when there is a lack of skills in a companys existing workforce
which may still be found in the labour force as a whole.

According to the Treasury and DfES, both skills shortages and gaps are major
problems acting as major barriers to economic growth and the reduction in long-
term unemployment in the UK.

Participation :

Participation refers to involvement of employee in planning and decision making

.it helps the employees feel that they are an asset of the organization which helps in
developing ideas to solve the problems.

Delegation of authority:

Delegation of authority is concerned with the granting of authority to the

subordinates which helps in developing a feeling of dedication to work in an
organization because it provides the employees high morale to perform any task

Quality of work life:

It is the relationship between employees and the total working environment of

organization. It integrates employee needs and well being with improves

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productivity, higher job satisfaction and great employee involvement. it ensures
higher level of satisfaction.

Management by objectives:

It is used as a motivation and technique for self control of performance. By this

technique superior and subordinates set goals and each individual subordinates
responsibilities clearly defined which help to explore the sill and use in the
organization effectively

.Behavior modification:

The work in desired behavior in order to modify behavior he last technique of

motivation is behavior modification. It develops positive motivation to the workers
to do.

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 5. Simple Strategies to Maintain Motivation in the Workplace

Customers are the driving factors behind a successful business. There are two types
of customers: the external and the internal.

External customers are those who purchase goods and services for a fee
while internal customers are employees; yes, employees who are often considered
as the business greatest assets.

There have been varying programs and incentives set out that have proven to be
successful over time to entice external customers to visit places of business, but
what often has been the dilemma of owners and managers alike are the type of
programs to install to motivate internal customers or employees to perform their
best; to exert their God-given ability to bring out the most of themselves and treat
the Company as their own. Time and again, a cost-benefit analysis has often been
the weighing factor. How can a business leader ensure that the additional cost
invested would be successfully reciprocated back to the Company? The answer: no
one could! However, what this article could provides are ways on how to motivate
employees without incurring any additional cost. In other words, for free!

The five ways are as follow:

Establish a Clear Career Path

Every employee has a dream. That may include a beautiful house, a nice car and a
great career. For an employee to stay motivated, he has to be educated on the
potential for their career path, of the steps that must be taken to achieve it, of the
responsibilities that must be shouldered to go up the career ladder and put get into
a better compensation package. With this thought, an employee will be better
motivated throughout his stay with the Company.

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Mentoring
Mentoring is both a direct and indirect process. A direct process would be to
explain the task, of the functions and ways to go about performing his work
smoothly. An indirect approach would be about setting a good example, of being a
role model that everyone can look up to. In other words, to perform functions
necessary in establishing oneself as a true leader of the company. This way,
employees could be motivated to follow in the leaders footsteps.

Feedback
Every employee wants to feel that their boss is accessible for them. They want
their leader to be around to help them with their problems. For practical reasons,
its quite hard for any executive to be around all the time. The next best solution is
to have a feedback system. This feedback system could be in the form of
suggestion boxes or electronic mailbox; it could also take the form of open-door
management or simply management by walking-around, and asking how can I
help you do for job better.

Recognition
Recognition can go a long way. Every individual wants to be recognized for their
efforts and this will help them in staying motivated. This recognition may come in
the form of a pat in the back, a note or simply an e-mail. If the achievement is
simply too big for just a token, a simple rite or award may also be considered.

FunEnvironment
Everyone wants to work in a fun environment. But what does fun environment
entail? It covers two things: the essentials and the excess. The essentials basically
cover comfortable desks and chairs, appropriate size of the work areas and
availability of supplies and storage cabinets. The excess on the other hand, covers

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gimmicks like wearing of jeans or casuals on Fridays, pizza lunches or simply just
a token like a special parking space for one who drives the hardest.

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 6. Motivation Strategy of Google

Creative motivation at Google Inc(financial express)

Google Inc. is showing one reason why its such a wildly successful internet
company: Its using money the way it should be usedto motivate people in a
meaningful way.

Last month, two teams of Google employees were handed $12 million of free
company shares, with more so-called Founders Awards planned for other work
groups. By giving the stock, the Mountain View, California-based Google is
seeking to reward, motivate and retain employees. The Founders Award is
designed to give extraordinary rewards for extraordinary team accomplishments,
Google co-founders Sergey Brin and Larry Page said in their first letter to
shareholders. A general rule of thumb is that the team accomplished something
that created enormous value for Google.

In my graduate psychology training, I was taught that for money to motivate, an

employee must: understand what performance is being measured and rewarded;
have substantial impact on the performance measure chosen; and be given the
reward quickly after his performance has been assessed. Thats the in-school
thinking. The out-of-school reality for most companies is: An employee may know
what performance is being measured, yet he has no serious input on how its being
done, and frequently the reward is given out late, undermining the link between
performance and that reward.

Why the wrong way?

So why dont more companies do things the right way, or the Google way, with
rewards targeted at smaller team performance and delivered at just the right time?

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First, we have the bureaucratic inertia of many human resources departments,
where passing out rewards to some people and not to others is simply an untidy
way of doing business. And giving rewards at other than year-end compounds the
paperwork load.

Second, although the usual way is for underlings to envy their superiors higher
pay, doing special things for special teams at special times, as Google has done,
turns things upside down. Now its superiors envying subordinates.

I was a consultant to Mobil Corp. (then an independent company with its

headquarters in New York) in the mid-1970s. Shortly after the 1973 Israeli-Arab
war and the subsequent oil embargo, the price of gasoline soared and rationing

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 7. Motivation Strategy of TOYOTA

How To Motivate Employees-TOYOTA INC.

How to motivate employees? "Creating a corporate culture of cooperation and
respect for the individual is essential for a company to stay strong, flexible and
young.", Mr. Akira Takahashi, Fmr Chairman, Denso Corporation

Process Improvement Japan is undertaking the challenge to dissect the way Toyota
Motor Corporation and its supplier companies have successfully implemented
employee engagement strategies.

Employee engagement literally means that all employees participate in activities to

achieve the company`s goals. But it may not be as easy as it sounds. When a
company loses its flexibility and vision, each department may stop considering the
company`s interests as a whole. They may think that even if their company loses
its competitiveness, it`s all right as long as their own department is fine. This
narrow-mindedness or sectionalism can emerge in any organization. Or, employees
can lose morale and commit for other reasons such as a lack of empowering
leadership, a lack of team spirit, etc.

How to motivate employees and immunize ourselves from sectionalism?

One way is to establish a corporate culture that takes advantage of employee`s

individual talents and the strength of teamwork. In the workplace, with such a
corporate culture, people can be more vitalized and flexible.

We decided to go to the source and ask employees directly:

What Motivates You?

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Mr. Li: "Accomplishment. My Supervisor trusts me to do my best. I have many
ideas. Some ideas do not lead to profit for the company but I want to try. If my
supervisor doesn`t give me the flexibility to experiment, I have no chance to
improve myself or perform proper kaizen. Many problems occur on a day-to-day
basis. When there is a problem, I want to solve it. My boss gives me the
opportunity to implement my kaizen suggestions."

Mr. Hayakawa: "My job has a purpose."

Mr. Uemae: "I enjoy my work. I have the chance to increase my abilities and learn
new things. It`s exciting. I don`t mind putting in extra hours when I have to."

Mr Yoshioka: "Recognition. Rewards and salary are not the key point but they do
reflect achievement. I want the opportunity to challenge myself and gain
experience. I want to be appreciated for my contribution. It`s the small things like
compliments and expressions of thanks that lift my spirits."

Mr Minami: "When I make suggestions and they are accepted, I get really excited.
Plus, I want to do my job efficiently so I can go home to my family."

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 8. Motivational Strategies of Microsoft

Motivate Your Employees to Help You Succeed

Familiarity with your team can help everyone thrive

Among the challenges of running a small business is finding good employees and
then keeping them motivated so that they thrive. When you do that successfully,
your business will thrive too.

But don't assume you need books or seminars to build motivation. As a small
business owner/manager, you have an advantage larger organisations don't have:
You know your employees. Chances are you work side by side with them on a
regular basis. You've heard about their families and friends; you know their
backgrounds and ambitions.

All of that is valuable information for an employer who wants to find effective
ways to motivate his team but may lack the resources to offer generous pay raises
or bonuses. Consider four ways you can turn the information you glean from your
familiarity with employees into a motivation strategy:

1. Ensure a positive work environment. If you're hearing that there are internal
conflicts or office politics that are creating an unpleasant work environment, you
are the one who can fix it. The fact that you listened and you acted will be a
sign that you care about creating a positive place to work.

2. Foster teamwork. Make sure you have a mission statement and that your
employees understand why their role is important to the overall success of their
company. In your conversations with employees, strengthen the notion that your
company is a team and that when you win, they win too. Then follow through.

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Even if it's a small gesture like ordering in lunch for everyone after a big deal is
signed, make sure they share in the successes.

3. Get creative about rewards and incentives. Money isn't the only way to motivate
employees to work harder or smarter. Perhaps you've got a young parent working
for you who could benefit from flexible hours or the opportunity to work from
home one day a week. Maybe your salesperson has just put in a lot of long days to
make a big deal happen and would prefer extra time off to a bonus. When you
show you're willing to be flexible to meet your employees' needs you'll likely
discover your employees will reward you.

4. Provide learning and growth opportunities. When employees are bored with
their jobs, it generally shows. You notice it, and so do your customers. When you
interview employees for a job, take time to ask about areas of interest. Maybe your
new receptionist who is taking creative writing classes in the evening would
thoroughly enjoy the chance to help develop some marketing materials. Maybe the
new waiter who said he hopes to be a chef someday could do a shift in the kitchen
every so often and get some on-the-job training. Giving employees an opportunity
to learn new skills and pursue special interests may be one of the most effective
things you can do to motivate them and it's all good for business.

Setting and Monitoring Performance Objectives

Once you determine strategies for motivating your employees, your next task is to
decide what you want to motivate them to do. It may be as simple as sitting down
and talking about what you hope they can achieve and what you can do to help
them meet your expectations. But it may also make sense to get it down on paper
so you both have a clear understanding of those expectations.

Keep in mind that employees may be intimidated at a term like "performance

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review" which is used in many large organizations. But even so, there are valid
reasons to sit down with each employee once or twice a year to talk specifically
about their job. This is a time to review accomplishments and set objectives. You
might break the discussion into the following topic areas:

Performance goals and objectives

Skills and knowledge development
Processes and methods
Feedback
You can print out the basic Job Performance Review Guide from the template
collection listed below under Tools. Use it to jot down notes and actions as you talk
through these topics. You can also customise the guide to reflect additional topics
you think should be part of a performance review.

Use this one-on-one time to put your motivational strategies to work. For instance,
here's a possible scenario:

Problem: You've noticed your front desk manager who is also your bookkeeper
seems irritable with customers on occasion. Apparently the bill paying and
invoicing and waiting on people all at the same time can be very stressful during
busy periods.

Solution: Let's say this person is also the young parent mentioned earlier. You
might discuss in her performance review that you want to make customer service a
top priority and in working toward that objective, you would be willing to allow
her to work at home on bookkeeping chores one afternoon a week.

Every business is different, of course. But one thing small business owners or
managers have in common is the ability to turn the close relationships they have

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with employees into a business advantage that lets everyone win.

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 9. Suggestions

The suggestions for the findings from the study are follows

Most of the employees agree that the performance appraisal activities are
helpful to get motivated, so the company should try to improve performance
appraisal system, so that they can improve their performance.

Non financial incentive plans should also be implemented; it can improve

the productivity level of the employees.

Organization should give importance to communication between employees

and gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the employees

for their improvement.

If the centralized system of management is changed to a decentralized one,

then there would be active and committed participation of staff for the
success of the organization

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 WEBLIOGRAPHY

SOURCES:

www.google.com
www.yahoo.com

www.wikipedia.com

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