MOTIVATION THEORY APPLICATION

SUBMITTED BY, SATYAJEET MOHAPATRA FM-599

INTRODUCTION
Electrosat Pvt. Ltd is one of the leading global electronic manufacturers company headquartered in India. It is the world's second-largest manufacturer of laptops and computer sets and third-largest producer of mobile phones. The company has 15 subsidiaries worldwide that design and manufacture laptops, home appliances, and telecommunications devices. Electrosat has grown by both organic and inorganic means since its inception. By mergers and acquisition it became Indias 2 nd largest company. It is well known for its futuristic innovational products, supply chain management and customer care. I I am working in the sales division of Electrosat Pvt. Ltd. I am current holding position of sale executive manager. My job is to lead a group of ten members of sale representative. Prime objective of these sale executive s to increase the sales of laptops and mobiles by reaching out to customers. These sale representatives joined the organization in 2010. The group consists of seven male member and three female member. Training and development programs were conducted for them during their probation period to enhance their skills and attributes . They have the capability and excellence to meet the companys objective. During their first seven months they produced result way above the target. But for last three to four months there is a noticeable degradation in there performance. They lack motivation and enthusiasm to perform better than expected. I also heard humour that some of the sale executives are not satisfied with this job and they want to move out to some other organis ation. In todays competitive age it is highly important to retain critical employees because it will cost much more to train another new employee. So I decided to implement some motivational programs and plans to increase their motivation level which will help them to perform better in their respective field and to retain the employees who are willing move out of the organisation. These motivational plans are based on well known motivational theories.
A> Maslows theory of motivation It is based on five needs. His theory is based on three major assumptions: Peoples needs are arranged in order of importance (hierarchy), going from basic needs (physiological) to more complex needs (self -actualization). People will not be motivated to satisfy a higher-level need unless the lowerlevel need have been at least minimally satisfied. People have five classifications of needs. Listed below are these five needs in order of importance to the individual.

First of all I will try to find out the basic needs and interest of each sale executives by personal observations and meeting s. I will try to find out what is their personal goal and how Electrosat Pvt. Ltd. Can h elp them to achieve their goal. Based on these criteria I will plan the motivation al model. The steps that will be followed to motivate them are -

Physiological Needs :
1. I will implement flexible working hours. That means they do not have to report everyday at 10:00AM and 6:00 PM daily. They only have to report me once in one day and report their progress and next days work. 2. I will assign them the fields which are near to their home and where they are comfortable to work. So that they have to travel less and they will save more in travelling and telephone bill.

Safety Needs: 1. Counselling session will be conducted by me to tell them their targets and
what benefits they can get by achieving those targets once in a month. 2. Women sale executives dont have to work late night without their interest. The fields that will be assigned to them will also be in the same basis. 3. Office transportation can be provided to them in adverse condition i.e during heavy rainy day or during late night work. 4. I will make the company benefit plans transparent so that every one can know how much benefit he/she will get after achieving particular amount of target.

Social Needs:
People look for love, friendship, acceptance, and affection. In the organizational these needs include the opportunity to interact with others, to be accepted and to have friends. 1. I will make sure they will maintain healthy relation with each other. For this I will make everyone clear that no one can intrude others area. 2. Coffee break will be provided during office works so that each one can interact with other. 3. Sport teams will be formed and support team will be formed for interpersonal relationship. 4. I will encourage them to be participative in social events.

Esteem Needs:
In the organizational setting, esteem needs include titles, the satisfaction of completing the job itself, merit pay raises, recognition, challenging tasks, participation in decision making and the chance for advancement. 1. Best target achievers name will be displayed in notice board every week. 2. Before making any decision I will ask for their suggestion. 3. Feedback to every employee will be given once in month about their performance.

Self-actualization needs:
In the organizational setting, these needs include the development of ones skills, the chance to be creative, achievement and promotions and the ability to have complete control over ones job. 1. Best achiever will get the most challenging job and trend will go like that 2. I will encourage out of box ideas 3. I will try to delegate my work so that they will be participative in work and it will be kind of self-advancement for them. 4. Need of achievement and power will be closely observed and goals will be given according to that.

JOB ENRICHMENT TECHNIQUE(Hertzberg theory) 1. Delegating them more variety and responsibility.
I will give employees challenging assignments that will help them grow and develop new skills. New tasks require the challenge of new learning. The variety of tasks will relieve monotony that develops from repetition. Variety will give employees a greater sense of accomplishment because they can perform more tasks.

2. Making employees responsible for their own identifiable work.

3. By giving Sale executives more autonomy: I will allow employees to plan, schedule, organize, and control their own jobs. I will guide only those who need it. It will give them more freeness and they will feel that they are responsible for job. It will be more effective for growth oriented employee.

4.FEEDBACK:Feedback will be given to them based on their performance. Co mparison of their improvement will be done with the previous period.
GOAL SETTING THEORY: 1. I will set individual goals for each employee . These goals will be challenging and achievable. According to performance of these jobs best employee of the week will be chosen. 2. These objectives should be measurable so that they can compare themselves with others and with their previous records. 3. These goals will be participativly selected and should be accepted by the employees.

REINFORCEMENT THEOR :
B. F. Skinner contends that peoples behaviour is learned through experiences of positive and negative consequences. He believes that rewarded behaviour tends to be repeated, while unrewarded behaviour tends not to be repeated. .I will make sure employees know exactly what is expected of them. Set clear objectives. I will Select appropriate rewards. A reward to one person could be considered a punishment by another. Know your employees needs. Select the appropriate reinforcement schedule. I wont reward for mediocre or poor performance. I will Look for the positive and give praise, rather than focus on the negative and criticize. Make people feel good about them (Pygmalion effect). Never go a day without giving praise. Do things for your employees, instead of to them, and you will see productivity increases off the scales.

EQUITY THEORY
. According to this theory, people compare their input/output ratio to those of similar others. When the ratio reflects an inequity, tension is created and so people work to reduce that tension. Our notion of "equity" is closely linked with our perceptions of justice and fairness.

1. Incentive based on performance will be transparent so that no have doubt in mind why someone got more incentive 2. Goal setting will be based on participative approach. 3. Men and women workers will be given equal chances to excel.

Flow and Intrinsic Motivation Theory

If a person is interested in his job then he will be motivated to do the job. He should like every activity in the job so that he can do the job better. 1. My team in Electrosat is responsible for sale of two kind of product i.e cell phone and computer and laptops. If someone having more interest in laptop then sale of laptop charge will be given to them. So that he c an convey the system properties, extra features to customer very well. 2. If some person likes travelling then he will be given distant areas to work. 3. I will make them believe in the product so that they will know they are selling genuine product. There wont be any guilty feeling that they are cheating customers.

CONCLUSION
All behaviour is motivated by some need. However, needs and motives are complex. We cannot observe motives; we can observe behaviour and infer what the persons motive is. However, it is not easy to know why a person Behaved the way he or she did because people do the same thing for different reasons. And people often attempt to satisfy several needs at once. People with Theory X and Theory Y attitudes have different motives and human rel ations. Personality also affects motivation to have effective human relations. Generally, People with a Big Five agreeableness personality are highly motivated to work at having effective human relations to satisfy their need for affiliation Generally, an employee who is motivated will try harder to do a good job than one who is not motivated. However, performance is not based simply on motivation. The level of performance attained is determined by three interdependent factors: ability, motivation, and resources. Ability and motivation are driving forces of behaviour to create the level of performance. For performance levels to be high, all three factors must be high. If anyone is low or missing, the performance level will be adversely affected For attaining high levels of performance, I must be sure that my subordinates have the ability, motivation, and resources to meet objectives. When performance is not at the standard level or above, I have determine which performance factor needs to be improved, and improve it. By applying the plans mentioned above I strongly believe that my team will achieve high end targets.