GROUP PRESENTATION ON MOTIVATION LEVEL OF STAFFS OF TRINITY INTERNATIONAL COLLEGE

Preface
We, the students of Business Studies, have been assigned a project/ research to conduct by our respective Professor of Business Studies, Mr. Sanjeev Lama, in order to enhance our business insight through practical learning adjunct to classroom lectures. The topic of our research is based on Motivation level of the staffs and our samples are the administrative and other staffs from Trinity International College. In fact, motivation is the desire to see the job done effectively with the efficient allocation of time. As it plays a significant role for the success of the business, it has become an inevitable concern of any organization. So, our research and information, conducted using both primary and secondary research methods, shows whether the employees are motivated and what are the factors that has led to motivate them and contrarily, the factors that have reduced their moral and motivation level. We would like to thank Mr. Lama for providing us such an opportunity which helped us a lot to be creative and innovative and assess the various factors that comes in a commercial world. Indeed, its the highest accolade we have received from this Project. Sincerely yours Group Members

About TIC in brief

Trinity International College is a high schooling institution but also with bachelor level courses.

It mainly specializes in the HSEB +2 and GCE A Levels.

TIC was established on 2064/2007 and today it is regarded as one of the most popular college which produces the most efficient results.

TIC consists of around 3000 students in the +2 level and with around 200 students in the A Levels.
The number of teachers is around 25 in the A Levels and around 50 in the +2. The total number of non-teaching staffs is around 50-55 as per 2010.

About Motivation
Definition: It is the driving force by which humans achieve their goals. In other words, it is the desire to see a job done quickly and well. Motivational receptiveness and potential in everyone changes from day to day, from situation to situation. Get the alignment and values right, and motivational methods work better. Motivational methods of any sort will not work if people and organization are not aligned.

 Gains from wellmotivated staff - Low staffs turnover - Low absenteeism - High Productivity - Make suggestions for

improvements - Prepared to accept responsibility

Downsides of poor staff motivation - Absenteeism - Lateness - Poor performance - High staffs turnover - Poor response rate - Grievances - Accidents

Types of research methods used

Primary
-> Questionnaires -> Interview -> Direct Research

Secondary
-> Official Statistics

Questionnaires And Interview

What do you work for? And does the work you perform interest you?

Do you think your salary is justifiable on contrast with the current hike in price levels? Is it sufficient to afford your fundamental wants? On what basis are you paid? - Monthly - The number of days you work

During the work, do you find yourself alone or are there other companions to whom you can interact? Are you given the authority to decide yourself, for example, when to take breaks or other? Whats the working condition? Is it safe or risky?

(If risky, fill up the question that follows) - Are you insured?

Does your instructor consult with you as to how the work should be conducted or s/he just simply gives you orders?

Are you provided with regular feedback on your performance? (What kind of feedback it normally is-positive or negative?)

Is the relationship between your owner and you just limited to stringent boss and worker? And, does s/he blames/insults you in front of other people or let say, students if you are unable to complete the task as per instructions? Are there any complaint charters where you can express the things you are not satisfied? Or are you a member of the Quality Circle?

Do you think the management or your senior boss exhibits exploitative or discriminative behaviour between you and other workers just because what you do and who you are?

Do you find your job interesting? Is it challenging? Or is it just repetitive?

Are there any provisions for advancement or you have to stand at the same pedestal as long as you work? Have you been rewarded with anything for the work you have performed or simply, are you given bonus at festive seasons especially in Dashain and Tihar?

And are there any policies such as pregnancy leave in case your wife gives birth to a baby?

Does your company compensate your medication expenses in case you fall ill/ wounded within the college premises?

Do you take pride in what you do?

Official Statistics
As per the admin of TIC, total number of staffs= around 50 Labor turnover : 5-6 on average per annum. No complaint charter. No insurance policies nor any policies regarding the leave, in particular, pregnancy. No policy regarding redundancy payment. Festive bonus: 50% of the monthly salary

Provident fund: 10% of the monthly salary

3rd party insurance of 5 lakhs 12 days leave in a year For more than one day absenteeism, NO PAY POLICY!!

Admin staffs Accountants

Basically works for money and what they do interest them Unjustifiable salary ( inflation rate is soaring up in geometric ratio while their income in arithmetic ratio) Difficult to satisfy fundamental wants Paid monthly with the deduction on absent days. Interaction mainly horizontal. Working condition safe while work is always at stake. Seldom orders or else they have the authority to decide upon what to do. Positive Feedback Relationship with owners not just limited to employer and employee Increment in salary and responsibility which motivationally upgrades self-esteem Rewarded-YES , Festive bonus-YES No knowledge of Pregnancy leave!! Self medication!! Same task but not repetitive Can take pride in what they do no matter wherever they work

Admin staffs of A levels

Works for experience as well as money Interested in what they do Salary isnt justifiable; not sufficient to satisfy the wants Paid monthly with reduction of the days absent more than 1 Delegation sometimes There is a space to make the working condition more satisfactory Self decision Positive Feedback No complaint charter & Not a member of Quality Circle Job rotation to some extent Havent rewarded yet Festive bonus but 50% of the salary No idea of policies such as pregnancy leave and medication compensation Take pride in what they do

Staffs from transport department

Works for salary, wherever they are provided with high salary, they opt for there Insufficient salary, paid monthly Interaction for sure Have control over them in most of the cases Risky Job but No insurance Till date, positive feedback Not satisfied with the festive bonus Overloaded- works for 14 hours a day on average but not paid overtime salary Not a single day of holiday in a week. No medication charges/leave Annual increment in salary by Five hundreds which is around 4% while the inflation rate is above 7% (source: general information) Repetitive task, monotony Professional Relationship with the owner Discrimination not really

ECA depart staff- DI

Takes Job as Compulsion and money is THE THING Sufficient to have two morsels of food each day Vertical interaction with juniors Two way communication and orders mostly prevail from seniors No insurance and No further benefits No particular section for complaints and wheres Quality Circle? No advancements Cut in salary during leave for more than 1 day No discrimination Festive bonus No medication facilities There should be pregnancy leave- told Not rewarded in particular but positive feedback No advancement

Security Guards
Enthusiastic and respect their work Salary is not enough; just enough to satisfy their basic needs ( other side jobs are necessary to fulfill their needs) Shareholders behave in a good way Breaks/leave are given but salary cut-off Heard of Insurance policy but not assured Very less feedback on performance Complaints are considered No delegation (orders are given from the top) One way communication ( advices and opinions are not taken into consideration) Satisfied with TIC No discrimination No advancement

Very low salary band staffs

Enthusiastic Salary is not enough at all; about Rs. 5000 Overtime payment Interaction with other workers Not secure with regards to Job Occasionally rude behaviors; sometimes scolding Complaints are considered Salary hasnt increased One way communication Advices and suggestions are not considered No bonuses Absenteeism not tolerated ( inflexible policy) No medication facility Promotions expected but not rewarded yet!!

Graph showing satisfaction level

0.2

0.4

0.6

0.8

1.2

Motivation in relation with Theories

-Discontentment regarding SALARY, almost from all staffs. -Theory of economic man applicable Man is driven or motivated by money alone and the factor that can stimulate further effort is the chance of earning extra money. -Staffs arent paid for overtime or salary is not directly linked with efforts.
7

What they earn is not justifiable.

6
5 4

Admin staffs
3 2 1 0 Money other reasons Supporting staffs

According to Abraham Maslows hierarchy of human needs, our needs determine our actions-we will always try to satisfy them and we will be motivated to do so. If work can be organized so that we can satisfy some or all of our needs at work then we will become more productive and satisfied. He summarized human needs in the following hierarchy: 1. Physical Needs

2.

Safety needs

3.

Social needs

4.

Esteem needs

5.

Self-actualization


As per the research: - Salary is not enough to satisfy the fundamental wants; Physical needs not properly fulfilled


-> According to Fredrick Herzberg, there are two facto theory that have the on greatest impact on motivation. - Job Satisfactors - Job Dissatisfactors -> As per the research, those factors that lead to staffs having negative feelings is more visible than factors creating positive feelings about their jobs

WHAT HAS DISSATISFIED THE STAFFS??

- No proper company policy leave, insurance,

medication, etc Strict supervision Unsatisfactory amount of salary in relation to the working hours No proper recognition for achievement Increment in salary but no promotion with regard to post or status No job enlargement, enrichment

What has satisfied the staffs??

Both horizontal and vertical interaction

between staffs Can communicate with the higher level of staffs directly Satisfactory working conditions Delegation and Responsibility Regular Feedback on performance

conclusion
Concluding our research, the moral and

motivation level of the lower-paid staffs is not at the expected level Where as, the higher level staffs are motivated to some extent Menial job performing staffs experience sweatshops. Overall, they have not performed their best. If motivation level is raised their productivity is sure to soar up.

Combine project work by :->

Anisha Subedi Angela Regmee Aryan Nepal Dinesh Raj Panta Jebita Shrestha Muna Rai Sanjay Shrestha Sushrey Nepal Tisa Shreshta Yasmin Thapa