A SYNOPSIS ON EMPLOYEE MOTIVATION & RETENTION IN AN ORGANISATION WITH NATIONAL HANDLOOM

SUMITTED IN PARTIAL FULFILLMENT OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION, 1ST SEMESTER 2011

DEPARTMENT OF MANAGEMENT STUDIES

Faculty of commerce and management studies J.N.V.Univestity, Jodhpur

UNDER THE SUPERVISION BY:

SUBMITTED BY:
Dr. Swapna Patwari M.B.A Ph.D UPENDER KUMAR M.B.A. (Sem. 1st)

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. Motivation is important aspect of business management. Motivating employees is not just task of Human Resources but it is a responsibility of all managers. Workers in any organization need something to keep them working. Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate. Employee retention involves a simple process that encourages and uplifts individuals or teams within an organization to remain engaged with the Company in the long term. Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job hes doing, he may switch over to some other more suitable job. In todays environment it becomes very important for organizations to retain their employees.

OBJECTIVE
1. To identify the various motivation factors and find suitable one. 2. To give suggestion to improve employee motivation in this organization. 3. To analyze how motivation created a job satisfaction among the employee. 4. To study motivation facilities provided by the concern.

HYPOTHESIS
Intrinsic and extrinsic motivational variables are not significantly used to influence Employees retention and turnover in either the public or private sector organizations. Employee work motivation has direct positive effect job satisfaction.

RESEARCH METHODOLOGY

Primary Data

Primary data will be collected by using employee motivation survey and conversation with employee of national handloom. In national handloom question regarding to supervision relations, pay and benefits, work environment, overall satisfaction and employee loyalty.

Sample size 100

Sample Design Employee of different National Handloom range includes all types of questionnaire regarding to motivation in an organisation. Sample technique Random

Secondary Data
Secondary data will be collected magazines, internet and motivational report of human resource department, Files, Record Books, Company Manuals, Websites and Books.

Area of research

Jodhpur

Tools for measurement

Interviews, open and closed end questionnaires.

CONCLUSION
Employee motivation is the most important tool now days in organizations. Performance = Motivation + Ability + Environment Employee motivation is related to human desire. Many employees join organizations with aspirations of quickly climbing the corporate ladder and joining the upper echelon. In most organizations, however, the reality consists of extensive internal competition for a limited number of positions, especially in organizations that have adopted "flat" organizational structures. In short, other than cultural harmony and communication between coworkers inside social dimensions all the other factors required improvement to improve the motivation of the employees.

BIBILIGROPHY
Allison, Melissa. Some Chicago Employers Aim to Keep Employee Satisfaction as High Level. Knight-Ridder/Tribune Business News (Sept 2000): 17. Andel, Tom. Keep talent flowing. Material Handling Management (Dec 2000): SCF2. Broscio, Mike and Joe McLennan. Taking charge: Charting your way to career success. Healthcare Executive (Nov 2000): 18. Eskildesen, Jacob and Mikkel Nussler. The managerial drivers of employee satisfaction and loyalty. Total Quality Management (July 2000): 581. Parrott, Mark. Employee Satisfaction. Do-It-Yourself Retailing (Nov 2000): 8 Groot, W. & Brink, H.M. 1999. Job satisfaction of older workers, International Journal of Manpower. Times of India. http//: www.brupt.com

CHAPTERE SCHEME

1. 2. 3. 4. 5. 6. 7. 8. 9.

INTRODUCTION OVERVIEW STRATEGIES HYPOTHESIS OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS, RESULTS AND DISCUSSIONS CONCLUSIONS BIBLIOGRAPHY