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Live Project: Organizational Behaviour

A study on

The methods of motivation of employees in the organization

Submitted to: Ms. Pratibha Barik Faculty Organizational Behaviour

Submitted By: Ravneet Singh Chawla MBA 1st Semester Enrol No: 8NBRP002

ACKNOWLEDGEMENT

The project has been made possible through the direct and indirect cooperation of various persons for whom I wish to express my appreciation and gratitude. I express my deep thanks to our Centre Head Mr. Rajeev Verma who spent precious time from his busy schedule, dedicated a great amount of time for the project. I thank Company Guide Mr. Suresh Sarvaiyya of Union Bank Of India who inspired me for the project. I thank company people who provided me with valuable references for the project. I sincerely thank Ms. Pratibha Barik, who dedicated much time in supervising the work and all the respondents for feedback of the questionnaire.

Ravneet Singh Chawla

DECLARATION

I hereby declare that the project titled A study on the methods of motivation of employees in the organization is a genuine work done by me and all the information collected is authentic and to the best of my knowledge. The work done by other references has been properly acknowledged. Ravneet Singh Chawla

CONTENTS

S NO 1 2 3 4 5 6 7 8 9 Introduction Objective Company Profile Methodology

Topic

Page No. 1 3 4 5 6 12 13 14 15

Data Analysis & Interpretation Findings Suggestions & Conclusion Bibliography Appendix

INTRODUCTION
In any type of organization , a manager must know what motivates his workers in order to make each individual employee perform to the best of his ability. It is not an easy task to motivate employees because they respond in different ways to their jobs and to organizational objectives. Motivation is a human psychological characterstic that affects a persons degree of commitment. It is the set of forces that move a person towards a goal. Some of the prominent management thinkers have defined motivation as Motivation is the complex of forces starting and keeping a person at work in an organization.-Rubin Motivation can be defined as willingness to expand energy to achieve a goal or a reward.- Dale S Beach Motivation is the willingness to exert high levels of effort towards organizational goalsStephen P Robbins

1 Identifies needs

6 Reassess needs deficiencies Employee

2 Searches for ways to satisfy needs

5 Receives either rewards or punishment

3 Engages in goaldirected behavior

4 Performs

Framework of Motivation

Characteristics of Motivation 1. It is a psychological phenomenon. 2. It is dynamic & situational. 3. It is not easily observed phenomenon. 4. It is a goal oriented process. 5. It is influenced by social & cultural norms. Means for Effective Motivation The management can employ the following means for effective employee motivation-

1. Fair Remuneration 2. Job Satisfaction 3. Job Security 4. Fair Promotions 5. Congenial Working Environment 6. Honest & Competent Leadership. 7. Efficient organization, coordination and control 8. Efficient system of grievance redressal. 9. Freedom of association, mobility, expression etc. 10. Participative Management and other incentives.

OBJECTIVES

- To know about the methods of motivation of employees in the organization. - To assess the impact of methods of motivation on the employees. - To know about the basis of rewards in the organization.

COMPANY PROFILE
Union Bank Of India Union Bank is a Public Sector Unit with 55.43% Share Capital held by the Government of India. Union Bank of India is firmly committed to consolidating and maintaining its identity as a leading, innovative commercial Bank, with a proactive approach to the changing needs of the society. This has resulted in a wide gamut of products and services, made available to its valuable clientele in catering to the smallest of their needs. Today, with its effecient, vlaue-added services, sustained growth, consistent profitability and development of new technologies, Union Bank has ensured complete customer delight, living up to its image of, GOOD PEOPLE TO BANK WITH. Anticipative bankingthe ability to gauge the customer's needs well ahead of real-time - forms the vital

ingredient in value-based services to effectively reduce the gap between expectations and deliverables. The key to the success of any organisation liew with its people. No wonder, Union Bank's unique family of about 26,000 qualified / skilled employees is and ever will be dedicated and delighted to serve the discerning customer with professionalism and wholeheartedness. Over the years, the Bank has earned the reputation of being a techno-savvy and is a front runner among public sector banks in modern-day banking trends. It is one of the pioneer public sector banks, which launched Core Banking Solution in 2002. Under this solution umbrella, All Branches of the Bank have been 1135 networked ATMs, with online Telebanking facility made available to all its Core Banking Customers - individual as well as corporate. In addition to this, the versatile Internet Banking provides extensive information pertainning to accounts and facets of banking. Regular banking services apart, the customer can also avail of a variety of other value-added services like Cash Management Service, Insurance, Mutual Funds and Demat.

METHODOLOGY
Data Collection The data used in the project are primary and secondary data. Primary Data The primary data in the project is collected by questionnaire. 15 employees in Union Bank of India Regional Office Raipur were selected at random and the questionnaire was distributed among them. The questionnaire consisting of 19 questions focused on the methods of motivation of employees in the organization were filled by the employees.

Secondary Data The secondary data were collected from the website of Union Bank of India. Sampling Method The sampling method used in the project is simple random sampling in which 15 employees out of 50 were chosen in a random manner. Limitations The study is concentrated only on a particular branch The data collected from the respondents may be biased.

ANALYSIS

Table 1 Remuneration Fair Remuneration Yes No No. of Employees 8 7 Percentage 53 47

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Fair Remuneration

47%

Yes 53% No

Interpretation:

The above table shows that 53 % of the employees feel that they are receiving fair remuneration while 47 % feel that they are not receiving fair remuneration.

Table 2 Grievance Redressal Efficient Not Efficient

Grievance Redressal No. of Employees 9 6 Percentage 60 40

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Grievance Redressal

Not Efficient 40%

Efficient Efficient 60% Not Efficient

Interpretation:

The above table shows that 60 % of the employees feel that the grievance redressal system is efficient while 40 % feel that grievance redressal system is not efficient.

Table 3

Stress Level

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Stress Level Low Average High

No. of Employees 1 4 10

Percentage 7 27 66

Low 7% High 66% Low Average 27% Average High

Interpretation:

The above table shows that 66% of the employees feel that stress level of the job is high, 27% feel that the job is of average stress level while 7 % feel that the job is of low stress level.

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Table 4

Performance Appraisal

Performance Appraisal Very Satisfied Satisfied Not Satisfied

No. of Employees 6 8 1

Percentage 40 53 7

Performance Appraisal
Satisfaction Level

Not Satisfied Satisfied Very Satisfied 0

1 8 6 2 4 6 8 10 No. of Employees

No.of Em ployees

Interpretation:

The above table shows that 40 % of the employees are very satisfied with the performance appraisal system, 53 % of the employees are satisfied with the system while 7 % are not satisfied with the system

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Table 5 Goal Setting Very Challenging Average Not Challenging

Goal Setting Percentage 80 20 0

No. of Employees 12 3 0

14 12 NO.of Employees 10 8 6 4 2 0

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3 0 Very Challenging Average Goal Setting Not Challenging

Interpretation: The above table shows that 80% of the employees feel that goals set by the organization are very challenging while 20% feel that the goals set are average.

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Table 6 Job Satisfaction High Average Low

Job Satisfaction Percentage 53 27 20

No. of Employees 8 4 3

Level of Job Satisfaction

Low 20% High High 53% Average Low

Average 27%

Interpretation:

The above table shows that 53 % of the employees experience high job satisfaction, 27 % feel average job satisfaction while 20% feel low job satisfaction.

FINDINGS

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1. To know about the methods of motivation of employees in the organization. Monetary and non-monetary methods of motivation like fair remuneration, job security, fair remuneration, congenial work environment, grievance redressal, participative management etc are used for motivation of employees in the organization. 2. To assess the impact of motivation methods on employees The methods of motivation had a varied impact on different employees. While with the same methods some of the employees felt very satisfied others had an average or a low satisfaction level. 3. To know about the basis of rewards in the organization. A significant majority of the employees felt performance to be the major basis of rewards in the organization.

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SUGGESTIONS
The aspect of fair remuneration of the employees needs to be

addressed.
The grievance redressal system should be made more efficient. Efforts should be made to reduce the stress level.

CONCLUSION
Motivation is a vital factor which encourages persons to give their best performance and help in reaching enterprise goals. A strong positive motivation will enable increased output of employees.

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BIBLIOGRAPHY
Aswathappa, K, Human Resource and Personnel Management, Tata Mc Graw Hill Publishing Co, New Delhi ,2006 Organizational Behaviour, Icfai University, Hyderabad, 2007 Websites: www.google.co.in www.unionbankofindia.com

APPENDIX
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ICFAI NATIONAL COLLEGE RAIPUR LIVE PROJECT ORGANIZATIONAL BEHAVIOUR Topic: A study on the methods of motivation of employees in the organization. Questionnaire 1. Kindly mention your name. 2. Kindly mention your designation. 3. You come under which income group (annual)? Less than 60000 180000-240000 60000-120000 240000-300000 120000-180000 More than 300000

4. Are you receiving fair remuneration? -Yes -No

5. What is you level of job satisfaction? -High -Low -Average

6. How do you consider job security? -High -Low -Average

7. What is your level of satisfaction of the training system of the organization? -High -Average -Low

8. What is your opinion of the monetary and non-monetary incentives? - Very Good -Moderate - Not good

9. What is your opinion of the work environment? - Very Congenial - Congenial -Not congenial

10. How is the system of grievance redressal?

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-Efficient

-Not efficient

11. What is your view of the leadership in the organization? -Favorable -Neutral -Unfavorable

12. How do you feel about the performance appraisal? -Very Satisfied -Satisfied -Not satisfied

13. How do you consider the goals set by the organization? -Very Challenging -Average -Not challenging

14. What are the instances of feedback in the organization? -Frequently -Occasionally -Rarely

15. How do you consider the avenues of career growth? -High -Average -Low

16. What do you think of the growth opportunities? -High -Average -Low

17. What is the level of work stress? -High -Average -Low

18. What is the level of importance of ethics and values in the organization? -High -Low

19. What is the basis of rewards in the organization? -Seniority -Job status -Competency -Performance

Thanks for your cooperation.

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