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PG & Research Department of commerce, St. Joseph„s college of Arts & Science (Autonomous),
Cuddalore -1
Research Scholar, PG & Research Department of commerce, St. Joseph‟s college of Arts &Science
(Autonomous), Cuddalore -1
Abstract
Motivation can be achieved by promotion, job enlargement, job enrichment, monetary incentives, power,
position etc., after employees are hired and trained, it is important to motivate them to get the desired
efforts from them, to achieve organizational objectives. While designing their compensation package, we
try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs,
within the given policies and procedures of the organization. To understand the relationship between
emotion, feeling and motivation and to know whether proper motivation has been given to the
employees. To study about the performance level of employees and satisfaction level of their jobs.
Introduction
Motivation can be achieved by promotion, job enlargement, job enrichment, monetary incentives, power,
position etc., after employees are hired and trained, it is important to motivate them to get the desired
efforts from them, to achieve organizational objectives. While designing their compensation package, we
try to meet their expectations at the outset, suitably identifying their extrinsic and intrinsic needs,
within the given policies and procedures of the organization.
Motivation is a dynamic organizational behavior issue and there cannot be any organization
specific motivation tool. The subject of motivation, perhaps, received the highest attention from
management thinkers worldwide.
Goals/Objectives of Motivation:
To create condition in which people are willing to work with zeal, initiative.
To increase loyalty against company.
Motivation techniques utilized to stimulate employee growth.
You can even buy a measured number of skilled muscular motions per hour or day.
Forachieve a desire rate of production.
Motivation Cycle or Process:
It is aimed at a accomplishing some goals. The basic elements include in process all motive goals of
behaviors as mentioned below.
Behavior/Process:
Tension
Reduction
Nature of Motivation:
n
1. Motivation is a psychological phenomenon:
Motivation is an internal feeling which means it cannot be forced on employees such as need,
desire, aspiration etc., and influence human behavior to behave in a particular manner. For example:
desire to have a new house, respect and recognition, etc.,
2. Motivation produces goal directed behavior:
Motivation induces people to behave is such a manner. So that they can achieve their goal.
Motivated person need no supervision or direction. He will always work in desired manner. For
example: If a person has a motive to get promotion. So he will work efficiently to get promotion.
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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684
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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684
YOUNG (2001) suggests that motivation can be defined in a variety of ways, depending on who you ask.
Ask someone on the street, you may get a response like “it‟s what drives us” or “it‟s what makes us do
the things we do.” Therefore motivation is the force within an individual that account for the level,
direction, and persistence of effort expended at work.” It is important to note, however, that Frey uses
the term external intervention.
WYLIE (2004) An interesting viewpoint regarding the issue has been proposed by accounting 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.
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.
A.P.AYYANAR (2009) Employee motivation in stated that the motivational factors play a significant role
in organization. The researcher suggested that the company should give importance for the career
development programmers of the employees.
THOMAS (2009) the main challenge of motivation in workplace is identifying what motivates each
individual employee taking into account his or her individual differences.
WYLIE (2004) an interesting viewpoint regarding the issue has been proposed by accounting 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
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.
LOCKLEY (2012) offering training and development programs that effectively contributes to personal
and professional growth of individuals is another effective employee motivation strategy.
Data analysis and interpretation
Ho: There is a no association between Salary and attribute towards employee motivation
Calculation of Chi Square test
𝟐
𝑶𝒊 − 𝑬𝒊
Observed Expected (Oi – Ei)² 𝑬𝒊
Oi Ei
𝑶𝒊 − 𝑬𝒊 𝟐
27
𝑬𝒊
Level of Significance - 5%
Degree of Freedom: = (r -1), (c-1)= (2-1), (2-1) = 1.
Table value @ 5% Level of significance for Degree of freedom = 1.
Table value = 3.841
Calculated value = 27
Result:
Since the table value is less than the calculated value is (27>3.841). Hence, Alternative
hypothesis (H1) is accepted. The calculated value of chi square for 1 degree of freedom at 5%. Level of
significance is 27 which are higher than the tabulated value is3.841. The null hypothesis is accepted.
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Journal of Exclusive Management Science – June 2018 - Vol 7 Issue 06 – ISSN 2277-5684
Finding
92% of the respondents were highly satisfied in good motivation.
44% of the personal benefits were given by the medical reimbursement.
68% of the respondents were satisfied in promotional policy.
The organization were strongly agreed by giving 32% of feedback for your job done.
32% of the respondents financial motivation factors will motivate better.
32% of the respondents were very good to rate the superiors treatment on subordinate.
52% of respondents were highly satisfied in this department and encourage one another in work.
Yes 96% of the management involves you in the decision making in your department.
40% of the respondents were agree to feel the job satisfaction.
Yes 96% of respondents were increased your productive.
44% of job security were provided in your organization.
40% of incentive were provided in your organization.
65% of monetary motivation technique has been followed by your concern.
49% of respondents satisfied with the working culture of the organization.
48% of respondents were satisfied regarding to provide by the organization.
Yes 80% of salary is the most important attribute toward employee motivation.
32% of respondents were neutral to performance appraisal helpful in motivation.
36% of respondents were agree to career development opportunities.
52% of respondents were strongly agree to existing companies a good attribute to motivate
employee.
32% of respondents were really agreed and interested in motivating the employee.
Suggestion
The study brings forth the fact that the sectoral differences in terms of compensation, growth
opportunities, working condition, personal factors, social environment, benefits and job security play a
significant role in influencing employee‟s perception of work motivation and job satisfaction. By
leveraging this fact, jobs can be enriched and can be made highly motivation and satisfying for the
employee. To encourage competitive culture in public sector company, seniority based promotion
policies should be revised .The public sector company needs to increase employees pay satisfaction by
introducing a differential pay system based on one‟s merit and effort. To maintain satisfied and
dedicated work force, performance based compensation package should be introduced in TANFAC
company. Money alone is not enough to motivate employee in today‟s workforce. Besides financial
motivations, other ways are to be adopted to motivate employees such as involving them in decision
making process; autonomy in work which ensures a healthy environment. Employees should be
encourages committing themselves to create a dedicated workforce for company institution.
Conclusion
From the findings of the study, it is concluded that most of the employees are highly motivated
majority of the employees feel that the company takes all the necessary steps initiatives that are require
promoting effective motivational system. The employees feel that working environment needs to be
friendlier by providing sufficient break time during working hours and by allotting appropriate work
load. The recreational activity needs more concentration to relieve the employees from monotonous
work in the company. Employee‟s motivation is one of the most important factors in determining
organization efficiency. Motivations are different for different persons and it also varies according to
time and place. Hence motivational tools should be effective enough to satisfy different needs of the
employees. Even though the employees of the company are motivated with various tools, the companies
have to concentrate more on financial incentives, effective training methods and transparent
performance appraisal methods.
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