Source:http://www.scribd.com/doc/13317890/A-Project-on-EmployeeMotivation-by-Shahid-Kv-chavakkad CHAPTER-1 1.

1 INTRODUCTION The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Hyderabad Industries Ltd, Thrissur. Managements 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 Hyderabad 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 datas are presented through tables and charts. 1.2 RESEARCH PROBLEM The research problem here in this study is associated with the motivation of employees of HYDERABAD INDUSTRIES LIMITED, Thrissur. There are a variety of factors that can influence a persons level of motivation; some of these factors include 1.The level of pay and benefits, 2.The perceived fairness of promotion system within a company, 3.Quality of the working conditions, 4.Leadership and social relationships, 5.Employee recognition 6. Job security 7.career development opportunities etc. Motivated employees are a great asset to any organisation. It is because the motivation and Job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in the organisation. The research problem is formulated as follows: What are the factors which help to motivate the employees? 1.3 SIGNIFICANCE OF THE STUDY The study is intended to evaluate motivation of employees in the organization. A good motivational program procedure is essential to achieve goal of the organization. If efficient motivational programmes of employees are made not only in this particular organization but also any other organization; the organizations can achieve the efficiency also to develop a good organizational culture. Motivation has variety of effects. These effects may be seen in the context of an individuals physical and mental health, productivity, absenteeism and turnover.

Employee delight has to be managed in more than one way. This helps in retaining and nurturing the true believers who can deliver value to the organization. Proliferating and nurturing the number of true believers1is the challenge for future and present HR managers. 1HRM Review (The ICFI University Press) July 2008 This means innovation and creativity. It also means a change in the gear for HR polices and practices. The faster the organizations nurture their employees, the more successful they will be. The challenge before HR managers today is to delight their employees and nurture their creativity to keep them a bloom. This study helps the researcher to realize the importance of effective employee motivation. This research study examines types and levels of employee motivational programmes and also discusses management ideas that can be utilized to innovate employee motivation. It helps to provide insights to support future research regarding strategic guidance for organizations that are both providing and using reward/recognition programs. 1.4 OBJECTIVES OF THE STUDY 1.4.1 Primary objective 1. To study the important factors which are needed to motivate the employees. 1.4.2 Secondary Objective. 1. To study the effect of monetary and non-monetary benefits provided by the organization on the employees performance. 2. To study the effect of job promotions on employees. 3. To learn the employees satisfaction on the interpersonal relationship exists in the organization. 4. To provide the practical suggestion for the improvement of organizations performance. 1.5 RESEARCH HYPOTHESIS A hypothesis is a preliminary or tentative explanation or postulate by the researcher of what the researcher considers the outcome of an investigation will be. It is an informed/educated guess. It indicates the expectations of the

researcher regarding certain variables. It is the most specific way in which an answer to a problem can be stated. Research hypotheses are the specific testable predictions made about the independent and dependent variables in the study. Hypotheses are couched in terms of the particular independent and dependent variables that are going to be used in the study. The research hypothesis of this study is as follows. Ho: There is no significant relationship between incentives and employees performance. Ho: There is no significant relationship between career development opportunities and the extent of employee motivation Ho: There is no significant relationship between performance appraisal system and the extent of motivation. Ho: There is no significant relationship between interpersonal relationship in the organization and extent of motivation. 1.6 RESEARCH METHODOLOGY. Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis2 1.6.1 Sampling Design. 2Kothari C R. Research Methodology-Methods & Techniques-2nd revised edition (2007) New Age International Publishers- New Delhi. A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. 1.6.2 Universe. The universe chooses for the research study is the employees of Hyderabad Industries Ltd. 1.6.3 Sample Size.

Number of the sampling units selected from the population is called the size of the sample. Sample of 50 respondents were obtained from the population. 1.6.4 Sampling Procedure. The procedure adopted in the present study is probability sampling, which is also known as chance sampling. Under this sampling design, every item of the frame has an equal chance of inclusion in the sample. 1.6.5 Methods of Data Collection. The datas were collected through Primary and secondary sources. 1.6.5.1 Primary Sources. Primary data are in the form of raw material to which statistical methods are applied for the purpose of analysis and interpretations. The primary sources are discussion with employees, datas collected through questionnaire. 1.6.5.2 Secondary Sources. Secondary datas are in the form of finished products as they have already been treated statistically in some form or other. The secondary data mainly consists of data and information collected from records, company websites and also discussion with the management of the organization. Secondary data was also collected from journals, magazines and books. 1.6.6 Nature of Research. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other

words, descriptive research can be said to have a low requirement for internal validity. 1.6.7 Questionnaire. A well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. 1.6.8 Nature of Questions Asked. The questionnaire consists of open ended, dichotomous, rating and ranking questions. 1.6.9 Pre-testing A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed and all of them were collected back as completed questionnaire. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form. 1.6.10 Sample A finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 50 respondents in total has been randomly selected. The response to various elements under each questions were totaled for the purpose of various statistical testing. 1.6.11. Variables of the Study. The direct variable of the study is the employee motivation

Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. 1.6.7 Questionnaire. A well defined questionnaire that is used effectively can gather information on both overall performance of the test system as well as information on specific components of the system. A defeated questionnaire was carefully prepared and specially numbered. The questions were arranged in proper order, in accordance with the relevance. 1.6.8 Nature of Questions Asked. The questionnaire consists of open ended, dichotomous, rating and ranking questions. 1.6.9 Pre-testing A pre-testing of questionnaire was conducted with 10 questionnaires, which were distributed and all of them were collected back as completed questionnaire. On the basis of doubts raised by the respondents the questionnaire was redialed to its present form. 1.6.10 Sample A finite subset of population, selected from it with the objective of investigating its properties called a sample. A sample is a representative part of the population. A sample of 50 respondents in total has been randomly selected. The response to

various elements under each questions were totaled for the purpose of various statistical testing. 1.6.11. Variables of the Study. The direct variable of the study is the employee motivation 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 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. 2.1 The concept of 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. 2.2 Definition of Motivation.

4 ways to motivate employees during lean times

09 February 2010 8:04 AM By Patrick Mayock Features Editor patrick@hotelnewsnow.com Story Highlights
TORONTOIf theres anything thats sunk lower than profit margins during the recession, it might be employee morale. And as workers get laid off, benefits get cut and stress takes hold, its not just your associates who are sufferingguests are too, as they experience less than glowing service. Fortunately for the hotel industry, there are ways to motivate your work force without breaking the bank, according to panelists during a breakout session at the Hotel Association of Canadas 2010 Annual Conference.

Research tells us that professional development is usually at the top of the list of things that an employee values about their benefits in the workplace, said Wendy Swedlove, president of the Canadian Tourism Human Resource Council. Other motivators include: a visible career path; a positive workplace atmosphere; flexibility (e.g. hours, benefits); a sense of employee empowerment; and compensation and benefits.

And while its important to know the motivators, its something else entirely to know how to implement them in a way that actually gets results. Here are four ways to motivate your work force during lean times: 1. Dont forget your managers How can you motivate folks if your managers arent motivated? asked Bill Pallett, senior VP of people resources and quality for Delta Hotels and Resorts, a management company with 44 properties throughout Canada. We as an industry go about this all wrong, he continued. Were focusing on that front line, but were forgetting that person who translates strategy into action on a daily basis. While its tempting to cut middle managers during lean times, Pallett strongly advised against doing so. Letting front-line associates clock-in without the supervision and coaching of a good manager is like setting passengers out to sea without an experienced captain. Instead, remember your managers first in every morale-boosting initiative you set into action. If you make sure you motivate them, the rest will follow, Pallett said. 2. Communicate Theres nothing that breeds stress and anxiety like uncertainty, so its imperative you keep the lines of communication open with employees, said Mo Aladin, director of operations for Cara Operations Limited, the largest operator of full-service restaurants in Canada. The ways you enact that exchange of information can vary, from casual one-on-one discussions to companywide meetings. Aladin advised holding state-of-the-union gatherings to address any major changes within your company, as well as weekly updates within departments to keep everyone informed and up to speed. While these updates invariably are easy to give when times are good, theyre even more important when times are bad, he said. Therefore, you shouldnt be afraid to share bad news. In one such instance, Aladin described how he went over the balance sheets for one restaurant location to justify to an employee why her hours were being cut. While she wasnt necessarily happy with the decision, taking the time to communicate with her made her much more accepting of the decision. 3. Set focused goals

Even when times are tough, you still can set focused goals to motivate your work force, the panelists agreed. One oft-cited example was improved guest satisfaction scores. When doing so, just remember to measure your results and reward your employees for reaching their goals. At Genesis Hospitality, for example, executive president Kevin Swark oversaw implementation of a points program that rewarded guests for improved performance. The company owns and operates six properties in Manitoba and Ontario. We have points for green ideas, staying healthyif they dont use sick daysdifferent things based on salesif they sell so many bottles of wine or desserts, he said. If they score a perfect mystery shop, theyll get points.
Kevin Swark of Genesis Hospitality explained how he motivates his work force using a redeemable points system.

Employees then can use their accrued points in exchange for gift cards and other goods like iPods and golf clubs.

Swark admitted the program did require a significant investment on the part of the hotel owner and operator to the tune of CAD$240,000 (US$233,806). But as employee and customer satisfaction scores increased, that upfront cost seemed more than worth it. 4. Train and train again Our biggest thing has been training, and training a lot more, Swark said. While any training program requires some capital expenditure, they often yield the biggest returns of any motivational initiative. For one thing, professional development was cited as the most important thing employees value about their benefits in the workplace, according to a study conducted on behalf of the Canadian Tourism Human Resource Council. Training programs show employees that you value their services, and that youre willing to put time and resources into making them better professionals. That can go a long way in promoting employee loyalty, Swark said. At Genesis Hospitality, training initiatives helped reduce the companys turnover by half, saving tens of thousands of dollars, if not more. Aladin said for every hourly worker that leaves, a company typically loses half that employees salary on the bottom line. For management, its even worsea full years salary. Pallett agreed, saying that when figuring out the turnovers real cost, thats a good rule of thumb. But its not just the cost thats a concern. How you treat your employees now will go a long way toward retaining them when the economy does turn around. And with historic work shortages predicted in Canada, thats an important consideration, the panelists agreed. People are going to remember how you treated them right now, Pallett said. They dont forget. We need to be very cautious during this period of what might seem like a surplus (of workers).

TAGS: hotel, hotel industry, hotels, hotel news, patrick mayock, mayock, motivate, hotel association of canada, employees, on the job, Swedlove, Canadian Tourism Human Resource Council, Pallett, Delta Hotels and Resorts, Genesis Hospitality, swark, aladin

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