INTRODUCTION

The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference
to XTERO Industries pvt Ltd Coimbatore is mainly conducted to identify the factors which
will motivate the employees and the organizational functions in XTERO Industries pvt Ltd,
Coimbatore.

Management’s basic job is the effective utilization of human resources for achievements of
organizational objectives. The personnel management is concerned with organizing human
resources in such a way to get maximum output to the enterprise and to develop the talent of
people at work to the fullest satisfaction. Motivation implies that one person, in organization
context a manager, includes another, say an employee, to engage in action by ensuring that a
channel to satisfy those needs and aspirations becomes available to the person. In addition to
this, the strong needs in a direction that is satisfying to the latent needs in employees and
harness them in a manner that would be functional for the organization.

Employee motivation is one of the major issues faced by every organization. It is the major
task of every manager to motivate his subordinates or to create the ‘will to work’ among the
subordinates. It should also be remembered that a worker may be immensely capable of
doing some work; nothing can be achieved if he is not willing to work. A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Hence this
studies also focusing on the employee motivation among the employees of XTERO Industries
Ltd.

The data needed for the study has been collected from the employees through questionnaires
and through direct interviews. Analysis and interpretation has been done by using the
statistical tools and data’s are presented through tables and charts.
Motivation Definition:

Employee motivation is a reflection of the level of energy, commitment, and creativity that a
company's workers bring to their jobs. Psychological forces that determine the direction of a
person's behaviour in an organization, a person's level of effort and a person's level of
persistence". G. Jones and J. George from the book "Contemporary Management."

OBJECTIVES

Main Objectives of Employee Motivation are as follows:

1. The purpose of motivation is to create condition in which people are willing to work
with zeal, initiative. Interest, and enthusiasm, with a high personal and group moral
satisfaction with a sense of responsibility.

2. To increase loyalty against company.

3. For improve discipline and with pride and confidence in cohesive manner so that the
goal of an organization are achieved effectively.

4. Motivation techniques utilized to stimulate employee growth.

5. For the motivation you can buy man’s time. Physical presence at a given place.

6. You can even buy a measured number of skilled muscular motions per hour or day.

7. Performance results from the interaction of physical, financial and human resource.

8. For the achieving a desired rate of production.

IMPORTANCE OF EMPLOYEE MOTIVATION

 The workforce will be better satisfied if the management provides them with
opportunities to fulfil 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 labor’s 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.

FACTORS THAT MOTIVATES EMPLOYEES

Empowerment:

Feeling trusted and empowered is a tremendous motivator.

Growth:

Feeling that they are growing and developing personally

Inclusion:

‘To belong’ is a fundamental need, whether as a member of a family, peer group, network,
team or company. It’s human nature to want to be on the inside, not the outside.

Purpose:

Today people care more about what happens tomorrow, and want to contribute to ensuring
the future of our children, and the health of our communities and planet.

Trust:

The fabric that holds it all together and makes it real is trust.
MOTIVATION CONCEPTS

Intrinsic motivation

Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task
itself, and exists within the individual rather than relying on any external pressure. Intrinsic
Motivation is based on taking pleasure in an activity rather working towards an external
reward.

Extrinsic motivation

Extrinsic motivation refers to the performance of an activity in order to attain an outcome,

which then contradicts intrinsic motivation. Extrinsic motivation comes from outside of the
individual. Common extrinsic motivations are rewards like money and grades, coercion and
threat of punishment. Competition is in general extrinsic because it encourages the performer
to win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on
the individual and trophies are also extrinsic incentives.

Social psychological research has indicated that extrinsic rewards can lead to over
justification and a subsequent reduction in intrinsic motivation. In one study demonstrating
this effect, children who expected to be (and were) rewarded with a ribbon and a gold star for
drawing pictures spent less time playing with the drawing materials in subsequent
observations than children who were assigned to an unexpected reward condition. For those
children who received no extrinsic reward, Self-determination theory proposes that extrinsic
motivation can be internalized by the individual if the task fits with their values and beliefs
and therefore helps to fulfill their basic psychological needs.

TYPES OF EMPLOYEE MOTIVATION

Understanding employee motivation is necessary to the success of a company. By knowing

what encourages an employee to do his or her job, a company will be able to implement
different policies to increase the performance of the workers.
In order to understand employee motivation, one must realize that people are different. This
means that different things motivate different employees.

Achievement

One type of employee motivation is achievement. In this type of employee motivation, the
worker is driven by the goal itself. This in a sense is like climbing a mountain because the
mountain is there.

Employers often make use of this by presenting challenges to the employees.

In making use of this type of employee motivation employers often include incentives such as
a promotion or cash. However, for the employees, the incentive is only a bonus to the
achievement.

Advancement

For some employees, their motivation is the prospect of rising up in the ranks of the
corporation. They work hard in order to catch the eye of the boss and probably get a
promotion. This type of employee motivation is characterized by ambition.

Of course, there are times when this type of employee motivation can be dangerous.
Sometimes, superiors may find their jobs in danger because of an advancement-motivated
employee. However, if handled properly, an employee whose motivation is advancement can
be the best in the business. As such, this type of employee motivation should be handled
carefully.

Pressure

Some employees work harder under pressure. This employee motivation is rarely manifested
consciously in a worker. It is often the case that an employee unknowingly piles pressure on
him or her and this pressure pushes them to work harder.
Sometimes, pressure is used by and employee to see just how far he or she would be able to
go. However, this type of employee motivation can have some very negative results,
considering the fact that every person has a limit. In fact, it often ends up in a breakdown of
some sort.

Fear

This is one of the most commonly used employee motivation techniques. Employees are
often threatened with termination if they fail to meet certain objectives. Of course, if an
employee does not handle pressure very well, this type of employee motivation technique
could be detrimental to his or her work performance.

The key to the best employee motivation technique is balance. You need to understand that
people have different preferences. Since it is virtually impossible to meet every employee’s
motivation needs, you must develop a technique that incorporates all of the elements of
employee motivation. In doing so, you will be able to ensure your company’s continued
growth.
LITERATURE REVIEW

The role of facilitating quality subordinate-superior communication at various levels

effectively employing a wide range of communication channels has been praised by Shields
(2007) in terms of its positive contribution in boosting employee morale. Shields (2007)
stresses two specific advantages of such a practice that relate to offering employees a chance
to raise their concerns and put across their points regarding various aspects of their jobs, as
well as, supplying them with the feeling of engagement and appreciation.

According to Lockley (2012) offering training and development programs that effectively
contributes to personal and professional growth of individuals is another effective employee
motivation strategy. At the same time, Lockley (2012) warns that in order for motivational
aspects of training and development initiatives to be increased, ideally they need to be
devised and implemented by a third party with relevant competency and experience.

Alternative working patterns such as job-rotating, job-sharing, and flexible working have
been branded as effective motivational tools by Llopis (2012). Moreover, Llopis (2012)
argues that motivational aspects of alternative working patterns along with its other benefits
are being appreciated by increasing numbers of organisations, however, at the same time;
many organisations are left behind from benefiting from such opportunities.

An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according
to which members of management primarily should be able to maintain the level of their own
motivation at high levels in order to engage in effective motivation of their subordinates.
Accordingly, Wylie (2004) recommends managers to adopt a proactive approach in terms of
engaging in self-motivation practices.

Furthermore, Wylie (2004) recommends concentrating on specific variations of intangible

motivational tools such as celebrations of birthdays and other important dates with the
participation of whole team
According to Thomas (2009) the main challenge of motivation in workplaces is identifying
what motivates each individual employee taking into account his or her individual
differences. In other words, individual differences have been specified by Thomas (2009) as
the major obstruction for management in engaging in employee motivation in an effective
manner.

Lockley (2012), on the other hand, addresses the same issue focusing on cross-cultural
differences between employees in particular. Namely, culture can be explained as knowledge,
pattern of behaviour, values, norms and traditions shared by members of a specific group
(Kreitner and Cassidy, 2012), and accordingly, cross-cultural differences is perceived to be a
major obstruction in the way of successful employee motivation.

This point has been explained by Lockley (2012) by insisting that certain practices such as
engaging in constructive arguments and dialogues in workplace can prove to be highly
motivational for the representatives of Western culture, whereas the same set of practices can
prove to be counter-productive for employees from Asian countries due to vast cross-cultural
differences.

Llopis (2012) draws attention to the increasing relevance of the work-life balance problem
for modern employees and stresses its negative impact on the level of employee motivation.
Specifically, Llopis (2012) reasons that unless employees achieve an adequate level of work-
life balance in personal level, management investment on the level of employee motivation
can be wasted.

This viewpoint is based on Hierarchy of Needs theoretical framework proposed by Abraham

Maslow (1943), according to which there is a certain hierarchy for individual needs, and
more basic human needs need to be satisfied in order for the next level needs to serve as
motivators.