Assignment on Motivational Practices in Organizations 1

Group: G

Faculty of Management Studies

University Of Delhi

MBA Executive and HCA, 2016-18

8101: Organizational Behavior

Assignment – II

A study on Motivational schemes and policies

existing in Organizations and related
Motivational Concepts
Submitted By Group G

Dr. Alaka Pal – H20

Jitendra Kumar – S025
Krishnanunni U – S029
Pankaj Dhingra – S048
Sandeep Punia – S061
Shakher Saini – S070
Dr. Subhrajit Bhattacharya – H035

FMS, South Campus

Under the guidance of

Prof. Dr. Preetam Khandelwal

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 Assignment on Motivational Practices in Organizations 2
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Objective: This study aims to identify the motivational policies and schemes prevailing in
one’s own organization and to relate them with Theories of Motivation, both early and
contemporary.

Case 1:

Member Dr. Alaka Pal

Organization Employees State Insurance Corporation

Employees' State Insurance (abbreviated as ESI) is a self-financing social security and health
insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance
Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948.
ESIC is an autonomous corporation by a statutory creation under Ministry of Labour, Govt of
India.

Being a government organisation the motivation revolves more around the physiological
,safety and belongingness needs of employees as has been laid out in MASLOW'S NEEDS
HIERARCHY THEORY or the existence and relatedness needs as per ALDERFER'S ERG
THEORY in the group A, B and C employees that comprises of peons, lower and upper
division clerks, assistant, nurses, pharmacists etc. Only the group A employees get motivation
through growth needs, need for achievement, affiliation and power.(THEORY OF LEARNED
NEEDS)

Listed below are some of the needs based on theories of motivation

1. Decent pay scale at different levels of employment that takes care of the physiological
needs.
2. The house rent allowances and other city allowances differ based on the criteria of the
city the employee is working in.
3. Job security is another good motivating factor in govt jobs .Even in long absence without
any leave an employee does not lose his job that easily.
4. Pension schemes that provides social security to the employee and his/her spouse till
death is the considered the "best motivating factor” in govt jobs.
5. Health insurance policies for self and family.
6. Provision of LTC and holiday homes.
7. Different kind of leaves like earned leave, commuted leave, maternity and paternity
leave, child care leave are considered a right in a government job as per the rules laid out.
8. Time bound promotion in group A officers and to a certain extent in group B employees.

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Group: G

9. Provision of training, conducting workshops and CMEs for the employees to keep them
updated.
10. Performance awards as been recently included by the govt of India as per rules.
11. Performance results in outcome wherein only a few get coveted posts which are
considered to be of high esteem. However in govt jobs unlike in the corporate world the
award is not in terms of money, bonus or out of turn promotion superseding your
predecessor. This is the most de-motivating factor felt by the sincere, honest and hard
working employees in the govt sector.

Case: 2

Member Mr. Krishnanunni

Organization Engineers India Limited, New Delhi

Consultancy field, EIL operates in, depends primarily upon the human capital to carry out
business. Consultancy being a knowledge domain, the company is highly dependent on the talent
and individual skill set of its employees and also on the efficient functioning of cross functional
teams. As a result, it is extremely important to keep the employee morale high, so as to attract
and retain talent and to keep them performing better and better to attain organizational goals.

The various motivational efforts in EIL are enlisted below:

Policy/Practice prevailing in company Related Motivational Model

Employee social benefit schemes such as  Maslow’s Hierarchy of needs:
 Health Insurance for self and family Safety and Social
 Accident Insurance schemes
 Interest free loans for purchasing  Aldefer’s ERG Theory:
house, car, child’s education and Relatedness needs and
marriages Existence needs
 Access to various stadiums and gyms
for sports and workouts and access to
major libraries.
 Annual Sports Day and arts
competition for employees and
family.
 Holiday homes and LTC
 Trekking and Sports clubs with
special leaves for taking up these
activities

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 Best employees of the year awards  Expectancy Theory’s

 Performance Related Pay scheme relationship of Effort-
 Early promotions for employees performance, Performance-
categorized as ‘Exceptionally reward, Rewards-personal
Brilliant Officers’ goals.
 Reward scheme for employees
attaining higher educational
qualifications  Two-Factor Theory: Motivators
 Ability to change work domain after
10 years of service or go on a
deputation to other departments for
 Maslow’s Theory of needs:
two years.
Esteem and self-actualization
 Designating people as ‘Leads’ within
needs
a particular level and giving them
independent responsibility.
 Domain Training programmes
 Attending paper presentations and
seminars at various national and
international levels.
 Membership in professional
organizations.

 Adoption of Task-force model in  Goal Setting Theory

executing projects where specific  Job Engagement
and measurable goals/duties have  Job Efficacy
been assigned to individuals with set
target dates
 Higher pay scale than that of other  Two factor Theory : Hygiene
PSUs and Government employees. factors
 Job Security

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 Assignment on Motivational Practices in Organizations 5
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Case: 3

Member Mr. Sandeep Punia

Organization Ebro India Pvt. Ltd.

Motivational policies/schemes at work:

1. Maternal and Paternal Leave

A company should be sensitive towards the emotional needs of employees. Offering
parental/maternal leaves is one such policy to cater that need.
Ebro provides minimum 3 months for a mother and 1 week for a father as maternal and
parental leave. You can avail for more leaves on the basis of work for home.

2. Health Insurance
The very basic health insurance plan is a must and Ebro provides general health insurance
plans, which includes family coverage as well. Company have tie up with various small
and big clinics/hospital for a hassle free claims and treatment.

3. Training Assistance
A big part of retention and motivation is allowing employees to grow professionally by
helping them acquire new knowledge.
Ebro regularly organizes employee trainings as per various levels of post and hierarchy.
Under the programs employees are provided with sessions to enhance their work skills or
any other new skill they want to acquire.
4. Some Small Perks
Every little thing a company can do to make their employees more comfortable counts.
Ebro provides free coffee, free lunch, performance related bonuses. For Managers and
above Ebro is offering reimbursement of travel expenses once every 2 years.

5. Pay Structure
Ebro is committed towards providing same pay structure as per the hierarchy/Post to
avoid any kind of confusion, politics and dissatisfaction among the same level of
employees.

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Group: G

Case: 4

Member Mr. Shakher Saini

Organization Raj Group - Real Estate Industry

Real Estate sector is one of the sectors with greatest attrition rate. So the policies have to be
designed in a very effective manner to fully satisfy the employee.

The policies to increase the motivation of employees in Raj Group are as follows:
1. A lucrative & fair compensation is provided as per the roles & responsibilities of the
employee. An ideal compensation helps in increasing the efficiency as well.
2. Real estate is about minting money so huge incentives are provided on every deals made
to the departments involved.
3. Recognition is being provided to worthy employees on a regular bases in the form of
vouchers, certificates & trophies.
4. Employees are given opportunities for personal growth, allowing for advance course
studies.
5. Overtime policy is there to keep the morale of the employee up all the times.
6. Flexible timing is also there evaluated & allowed on case to case bases.
7. Medi-claim & health insurance policies covering the employee & immediate family
member to help in uncertain conditions.
8. Annual bonus of one month compensation to each n every employee to maintain loyalty.
9. Annual holidays outing to increase cooperation & team work & eliminate boredom.

Case: 5

Member Mr. Pankaj Dhingra

Organization Insurance Company

1. Annual Games:
To promote team work and motivation within the employees, the company yearly
organizes annual games event and invites participation from all level of work force. The
winners are also been provided with awards and cash rewards.

2. Leave Benefits:
With an objective to promote maximum attendance, the company has 36 earned leave
policy during a financial year and the employee’s can carry forward the yearly balance to
next year.

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 Assignment on Motivational Practices in Organizations 7
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The employees are also allowed to en-cash the leaves in case of any financial urgency.
This motivates the employee to avoid taking unnecessary leave as the available leaves are
never been lapsed during the existence of employment.

3. The company also provides transfer leave for 14 days to an employee in case of
outstation

4. Apart from above to take care of emotional aspect of the employees, the company also
provides maternity and paternity leave benefits to its employees, the company provides
work from home facility to its female employee.

5. Annual Rewards and Increments

6. The company is having very robust talent recognition policy. The performer’s used to be
awarded with special rewards and monetary increments by promotion or enhancement of
Training Assistance

7. Allowing employees to grow professionally through various training sessions to

acquaintance them with latest technology and update their skills and knowledge domain.

8. Health Plan, Term Plan and Personal Accident Insurance plans:

The company provides various insurance plans to its employees as per their grade
eligibility to cater the need of exigencies in day to day life.

9. Pay Structure and other perks.

10. The company provides higher pay packages in comparison with other PSUs Insurance
Companies and provides car loan subsidy to its employees.

The above benefits to the employees relate to Maslow’s Hierarchy of needs and two factors
Theory for motivation. .

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 Assignment on Motivational Practices in Organizations 8
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Case: 6

Member Mr. Jitendra Kumar

Organization Energy Efficiency Services Limited (EESL)

Listed below are some of the needs based on theories of motivation

EESL considers that the business depends on two groups of people customers and staff. It
appreciates that staff are unique and have diverse lifestyles outside of work. To this end EESL
supports staff with a work/life balance and offers reward through:

1. flexible working
2. free or reduced rate health benefits
3. discount gym membership
4. competitive salaries
5. staff discount
6. Company share options.

7. Motivation from training and development

At EESL the Mayo theory is seen to be operating throughout the company.
Communication is an extremely important factor in motivating employees. This may be
through 1-to-1 discussions with managers, through the company intranet or newsletters or
through more formal structures such as appraisals. Regional managers hold a daily Team
Meeting to update staff on what is happening for the day and to give out Value Awards.
These awards can be given from any member of staff to another as a way of saying
“thank you” and celebrating achievements.

8. Training and development

EESL also promotes motivation through its many training and development
opportunities. Everyone has access not just to the training they need to do their job well
but also to leadership training to grow within the company. EESL offers strategic career
planning to help staff 'achieve the extraordinary'.

9. Personal development plans

This is a personal development tool which provides feedback from a selection of people
with whom the employee works. This helps employees to understand their behavior,
strengths and weaknesses within the workplace as others see them. The idea of the
programme is to 'Take People with You' and 'To Gain the Hearts and Minds of Others' in
order to improve individuals and get things done efficiently.

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 Assignment on Motivational Practices in Organizations 9
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This two-way relationship ensures that the employee is committed to the values of the
company, that he or she works in partnership with others and helps improve the business
for customers.

10. Employee motivation

EESL provides opportunities for its managers and staff to take a share and a greater
interest in their own development and employment. Since every employee is an
individual, with different needs and aspirations, the process of reviews and personal
development plans allows recognition of their abilities and achievement, as well as
potential development.

11. This benefits the individual by providing career progression. It also benefits EESL by
ensuring the business can deliver high levels of customer service through its skilled
employees.

Case: 7

Member Lt. Col Dr. Subhrajit Bhattacharya

Organization Indian Armed Forces

Recognition and Rewards

Army life is fraught with risks. Tasks with great risks are part and parcel of the job. Hence
great Gallantry and Non- Gallantry awards are given to the brave hearts as a motivational
factor. These awards bring in recognition as well as cash incentives. They also serve as
motivators for others.

Good pay and perks

Armed forces offer excellent pay scales in the Central government. To compensate for the
difficult job good pay with great perks form the added incentive. There are provisions for
quicker promotions for good performers.

Training and job opportunities

Best combatants are always rewarded in Army. To motivate and bring about the best there are
promotional incentives associated with performance. It also includes awards, overseas mission
as motivational tools

Sports and recreation

There are excellent sports particularly adventure sports opportunities available in Army.
Extensive facilities offer great motivation to unwind and recuperate after grueling and risky

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work schedules .Those performing well in sporting disciplines stand a chance to play for
Services and beyond.

Housing and Educational

As the combatants face a tough life key issues like Housing and education are taken care of by
their respective Army Boards i.e. AWHO and AWES.

Resettlement
To make post retired life more meaningful various Resettlement courses are designed to help
Army men by imparting them skill enhancement training and offering them various job
oriented courses.

Healthcare and Insurance

A comprehensive healthcare for the combatants and their families exist to take care of any
medical requirements. This includes cash less treatment and rehabilitation in Army medical
setups all over the country.

Maternity and Childcare Leave (CCL)

To attract women into the organization various motivational factors besides the ones stated
above are being formulated including 180 days Maternity leave and 24 months CCL.

LTC and free travel warrants

Army men are entitled to LTC every alternate year along with free travel warrants every year
for travelling to their hometown. They also get up to 50 percent concession in Rail and Air
tickets.

Conclusion

Employee motivation is an important task for managers. Early motivational theory such as that
of Taylor suggested that pay motivated workers to improve production. However businesses now
need employees to have greater motivation and have a stake in the company for which they
work, as shown by Mayo. Maslow and Herzberg demonstrated that employees are motivated by
many different factors.

The Organizations stated herein provides opportunities for its managers and staff to take a share
and a greater interest in their own development and employment. Since every employee is an
individual, with different needs and aspirations, the process of reviews and personal development
plans allows recognition of their abilities and achievement, as well as potential development.

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