A SYNOPSIS ON EMPLOYEE MOTIVATION

AT HERO MOTOCORP LIMITED

BY

RAVULA VENKATESH

H.T. NO: 1305-17-672-010

UNDER THE GUIDANCE OF

Dr. JALAJA

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR

THE AWARD OF MASTER OF BUSINESS ADMINISTRATION
FROM: OSMANIA UNIVERSITY

AVANTHI P.G. COLLEGE,

(Affiliated to OSMANIA UNIVERSITY)

MOOSARAMBAGH, DILSUKHNAGAR, HYDERABAD

ACADAMIC YEAR: 2017-

 INDEX
S. No. CHAPTER Page No
1 INTRODUCTION 01
1.2 REVIEW OF LITERATURE 02 - 03
1.3 NEED OF THE STUDY 04
1.4 SCOPE OF THE STUDY 04
1.5 OBJECTIVES OF THE STUDY 05
1.6 RESEARCH METHODOLOGY 05 - 06
1.7 LIMITATIONS OF THE STUDY 06
1.8 CHAPTER PLANS 07
1.9 BIBLIOGRAPHY 08
 1. INTRODUCTION

An issue which usually generates a great deal of attention from most managers,
administrators and those involved in Human Resources Management is the issue of how to
successfully motivate employee. While it is true that aspects like staff recruitment,
controlling, managing, leading, and many more are of great importance to the success of an
organization, Employee Motivation is generally considered a core element in running a
successful business.

In the organizational setting the word “Motivation” is used to describe the drive that impels
an individual to work. A truly motivated person is one who “wants” to work .Both employees
and employers are interested in understanding motivation if employees know what
strengthens and what weakens their motivation, they can often perform more effectively to
find more satisfaction in their job. Employers want to know what motivates their employees
so that they can get them to work harder. The concept of motivation implies that people
choose the path of action they follow.When behavioral scientists use the word motivation,
they think of its something steaming from within the person technically, the term motivation
has its origin in the Latin word “mover” which means “to move”. Thus the word motivation
stands for movement. If a manager truly understands his subordinate’s motivation, he can
channel their “inner state” towards command goals, i.e., goals, shared by both the individual
and the organization. It is a well known fact that human beings have great potential but they
do not use it fully, when motivation is absent. Motivation factor are those which make people
give more than a fair day’s work and that is usually only about sixty-five percent of a
person’s capacity .Obviously , every manager should be releasing hundred percent of an
individual’s to maximize performance for achieving organizational goals and at the same to
enable the individual to develop his potential and gain satisfaction. Thus every manager
should have both interest and concern about how to enable people to perform task willingly
and to the best of their ability. At one time, employees were considered just another input into
the production of goods and services. What perhaps changed this way of thinking about
employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo
from1924 to 1932 This study found employees are not motivated solely by money and
employee behavior is linked to their attitudes.

TheHawthorne Studies began the human relations approach to management, where by the
needs and motivation of employees become the primary focus of managers
DEFINITION OF MOTIVATION:

Motivation has been variously defined by scholars. Usually one or more of these words are
included in the definition: desires, wants, aims, goals, drives, movies and incentives

Human motives are internalized goals within individuals. A motive is an inner state that
energies activates, or moves and directs or channels behavior towards goals.

Motivation is a process that starts with a physiological or psychological deficiency or need

that activates behavior or a drive that is aimed at a goal or an incentive.

"The only way to get people to like working hard is to motivate them. Today, people must
understand why they're working hard. Every individual in an organization is motivated by
something different." – Rick Pitino

“Employee motivation is a reflection of the level of energy, commitment, and creativity that a
company's workers bring to their jobs.”
1.1 REVIEW OF LITERATURE

There are many ways to motivate employees in today‟s working environment. Companies
globally have been using different strategies and approach in order to improve employees‟
motivation. However, it seems that the best motivator for employees is something that is
indeed important in their lives. Furthermore, different people might have different values and
approaches and, therefore, being able to understand employees‟ needs and using appropriate
motivating methods can help increase the level of motivation (Gleeson 2016)

According to Jan Ketil Arnulf’s article “Money as a Motivator” on Fudan University

School of Management (2014), money is deemed to be the best motivator to any individual.
Looking back to the historical time, it is money that caused huge differences between
employees working in inhuman conditions in the early industrial revolution and the ones
working in slave-conditions in the countryside. For those who take part in the “paid
employee” system, the money means more than just itself; it also means freedom and
prosperity. That is why many people trying to move to industrial regions with the hope to
improving their lives and working conditions. With that prospect of salary, today many
young people are still striving from poorer to better living conditions, from low to high
education since they think it is the only way to ensure a prosperous future (Arnulf 2014).

But is money the best and only motivator? Or are there any of motivators that have surpassed
the money motivator? Considering from another perspective, we, as human beings, work for
money, but also for many other things too, such as achievement, recognition, advancement,
growth, responsibility, and the work itself (Herzberg 1987)

Employee empowerment has been promoted as a way to increase motivation (Kaplan &
Norton 1992, 1996). Empowerment gives employees a feeling of control, efficiency and
impact. It creates a sense of freedom in making choices and the ways how to work, and work
involvement; the feeling of responsibility and the ability to carry out work in a satisfactory
manner; and the feeling of achievement when the task is accomplished within expectations
and with desired outcomes.
Many studies have shown that employees with high empowerment motivation have higher
level of work motivation, which correspondingly results in better organizational productivity
and performance (Thomas & Velthouse 1999; Koberg, Boss, Senjem & Goodman 1999)

Achievement motivation is referred to as the need for achievement (Elliot & McGregor
1999). It is the need for success and indicates the wish of attaining excellence.

Achievement may vary depending on different people. For example, it is the need for
enjoyment and fulfillment to have a work-life balance, to feel engaged and satisfied with the
work but still able to enjoy meaningful life to the fullest. Or it is simply about the impact their
work has had on e.g. society and, environment. Feeling that you are making a difference,
changing the world in a positive way, and making it a better place to live is really a powerful
motivator (Jex & Britt 2008)

Advancement as a motivator indicates the opportunities of being promoted to higher position,

having higher salary and more benefits in the company. Not all employees share the same
advancement motivation, therefore understanding each employee‟s needs and assisting them
to reach the satisfied drivers is also a way to motivating employees (Lipman 2014)
1.3 NEED OF THE STUDY:

A common place that we see the need to apply motivation is in the work place. In the
work force, we can see motivation play a key role in leadership success. A person
unable to grasp motivation and apply it, will not become or stay a leader. It is critical
that anyone seeking to lead or motivate understand "Howletts Hierarchy of Work
Motivators."

Salary, benefits, working conditions, supervision, policy, safety, security, affiliation,

and relationships are all externally motivated needs. These are the first three levels of
"Howletts Hierarchy" When these needs are achieved; the person moves up to level
four and then five. However, if levels one through three are not met, the person
becomes dissatisfied with their job. When satisfaction is not found, the person
becomes less productive and eventually quits or is fired. Achievement, advancement,
recognition, growth, responsibility, and job nature are internal motivators. These are
the last two levels of "Howletts Hierarchy." They occur when the person motivates
themselves (after external motivation needs are met.) An employer or leader that
meets the needs on the "Howletts Hierarchy" will see motivated employees and see
productivity increase. Understanding the definition of motivation, and then applying it,
is one of the most prevalent challenges facing employers and supervisors. Companies
often spend thousands of dollars each year hiring outside firms just to give motivation
seminars.

1.4 SCOPE OF THE STUDY

 The study in confined and relevant only to Hero MotoCorp Ltd. (Formerly
Hero Honda Motors Ltd.)applicable to any organization.

 The study covers recruitment training and development in Hero MotoCorp
Ltd. (Formerly Hero Honda Motors Ltd.) it solutions at various levels of
employees.

 The study assists the management in determining the decision regarding the
performance of the employee.
1.5 OBJECTIVES OF THE STUDY:

 To find out the present motivation level of the employees in Hero MotoCorp Ltd.
(Formerly Hero Honda Motors Ltd.).
 To study the important factors which are needed to motivate the employees.
 To study the effect of monetary and non monetary benefits of employees provided by
organization on the employee’s performance.
 To study the effect of job promotion on employees
 To learn the employee satisfaction on the interpersonal relationship that exists in the
organization.
 To suggest measures for improvement of the motivation.

1.6 RESEARCH METHODOLOGY

1.6.1 DATA SOURCES

The data for the study will be collected through primary and secondary methods

1.6.1.1 Primary Source: Primary methods are those methods that provide first hand information.
The methods followed were interview methods and questionnaire method

1.6.1.2 Secondary Source: Secondary methods are those methods that provide already
existing information of the past, also called as second hand information. Journals Magazines
and articles from prominent newspapers.

1.6.2 SAMPLING PLAN

1.6.2.1 Population specification : Employees of the Hero Moto Corp

Ltd(Phonex motors limited)
1.6.2.2 Sample frame : Corporate sector
1.6.2.3 Sample specification : Employees of Hero Moto Corp Ltd
1.6.2.4 Sample size : 100
1.6.2.5 Sample method : Convenience sampling method
1.6.2.6 Data analysis : Tabulation and Interpretation

To achieve the objectives of the study a questionnaire containing questions will be

given to a sample size of 100 respondents who were asked to give their opinions.

After all the respondents filled up the questionnaire, the collected responses will be

tabulated question-wise. The total number of times a question was answered as one of

the options in the rating scale by all the respondents was tallied, tabulated and shown

in the form of a pie graph mentioned for the question.

The percentages shown in the graphs are calculated using the formula:

Percentage of response= (Number of responses/Total number of respondents)*100.

1.7 LIMITATIONS OF THE STUDY:

 As the period of study is limited for 45 days the data collected will be very limited.
 The entire staff would not be taken for the purpose of the study.
 Due to time constraints, data will be collected from limited number of employees of the
Company.
 As the data will be collected during the working hours of the employees, they will be
busy and some time could not fill the answers to the questions.
 Because of the limited time period & busy schedule of the employees collecting the data
will be difficult.
1.8 CHAPTERIZATION

CHAPTER -1 - INTRODUCTION

In this first chapter will provide introduction of the topic and need, scope, objectives
of the study. project limitations and methodology of the study.

CHAPTER - 2 REVIEW OF LITERATURE

This chapter includes different authors written articles and brief explanation of the
topic.

CHAPTER - 3 - INDUSTRY PROFILE & COMPANY PROFILE

Chapter 4 explain about how industry growing in India what are the strategies and
explain about company like history of the company, board of directors, awards,
milestones and product etc.

CHAPTER - 4- DATA ANALYSIS AND INTERPRETATION

CHAPTER - 5 - FINDINGS, SUGGESTIONS, CONCLUSION,

BIBLIOGRAPHY, QUESTIONNAIRE
1.9 BIBLIOGRAPHY:

PUBLISHER AUTHOR BOOK

Mc GRAW HILL COMPANY Fred Luthans Organizational Behavior

TATA MC GRAW HILL Harold Koontz Essentials Of Management

Heinz Weihrich

HIMALAYA P Subba Rao Essentials of HRM and IR

WEB SITES:

1. www.google.com
2. www.googlescholar.com
3. www.citehr.com.