View
239
Download
0
Category
Preview:
Citation preview
7/29/2019 Final Project of Ob
1/20
NAME OF THE PROJECT: DIFFERENT MOTIVATIONAL TECHNIQUESUSED IN WORKPLACE
SUBMITTED TO: MARIAM MAM
SUBITTION DATE:25TH DAY OF SEPTEMBER
7/29/2019 Final Project of Ob
2/20
GROUP MEMBERS CONTRIBUTED TO THIS PROJECT
1. Galsulkar Altamash Nizar
2. Shaikh Abdul Wajid Abdul Gani
3. Mohd Shoaib Ahmad
4. Shaikh Vakas Asadali
5. Poonawalla Abrar Ul Haq Abdul Razak
6. Sutaria Anisha Suleman
INDEX
7/29/2019 Final Project of Ob
3/20
INTRODUCTION
MEANING OF MOTIVATION
THEORIES OF MOTIVATION
DESCRIPTION OF TATA CONSULTANCY SERVICE AND ITS
USE OF MOTIVATIONAL THEORY FOR ITS EMPLOYEE
COMPARISON OF THE MOTIVATIONAL THEORY WITH THE
STRATEGY USED BY TCS AS A PART OF MOTIVATION FOR
ITS EMPLOYEES
DESCRIPTION OF VIDEOCON AND THE STRATEGIES USED
TO MOTIVATE THE EMPLOYEES
COMPARISON OF THE MOTIVATIONAL THEORY WITH THE
STRATEGY USED BY VIDEOCON AS A PART OF
MOTIVATION FOR ITS EMPLOYEES
BENEFITS AND LIMITATIONS OF THE MOTIVATIONAL
THEORY
GROUP VIEWS ABOUT THE THEORIES OF MOTIVATION
7/29/2019 Final Project of Ob
4/20
INTRODUCTION OF THE BELOW STATED PROJECT
In the below stated project we are going to discuss about the techniques used at work place to
motivate employees and relate it to the theories of motivation.
1. Such as: MASLOWS NEED HIERARCHY THEORY
2. HERZBERGS TWO FACTOR THEORY
3. ALDERFERS ERG THEORY
4. MCCLELLANDS THEORY OF NEEDS
5. GOAL SETTING THEORY
For the comparison of the motivational theories we have decided as a team and selected twocompanies TCS(TATA CONSULTANCY SERVICE) and JP MORGAN well known in the
market for its best services provided to the customers and best employees working for
achieving company goals and objectives .
Further we will discuss on the benefits and limitations of the motivational theories.
1. Limitation such as: Can be difficult to achieved
2. Develops over a long period of time, more difficult for short-term goals
1. Benefits such as: Motivation will help him achieve his personal goals.
http://www.managementstudyguide.com/mcclellands-theory-of-needs.htmhttp://www.managementstudyguide.com/goal-setting-theory-motivation.htmhttp://www.managementstudyguide.com/goal-setting-theory-motivation.htmhttp://www.managementstudyguide.com/mcclellands-theory-of-needs.htm7/29/2019 Final Project of Ob
5/20
2. If an individual is motivated, he will have job satisfaction.
3. Motivation will help in self-development of individual.
4. An individual would always gain by working with a dynamic team
And at last we would like to discuss about the view points of the group members regarding
theories of motivation.
MEANING OF MOTIVATION
The term Motivation has been derived from the word motive. Motive refers to the inner
drive or intension that makes a person to do something or to behave in a certain way.
In the words ofMichael Jucious Motivation is the act of stimulating someone or oneself to
get a desired course of action to push the right button to get a desired reaction
According to StevenL.Mcshane and Mary Ann Motivation refers to the forces within a
person that affects his or her direction intensity and persistence of voluntary behaviour
Thus it can be said that motivated employees are willing to exert particular level of effort
(intensity), for a certain amount of time (persistence), toward a particular goal (direction)
Many people know motivation as the driving force behind an action. This is probably the
simplest explanation about motivation. Motivation can be considered the state of havingencouragement to do something.
Why do people do what they do? Why do we go on every day, living our lives and trying to
find justification for our existence? Some people think that they can find purpose in the
things that motivate them. Others just see the motivation and react automatically.
Motivation is the word derived from the word motive which means needs, desires, wants or
drives within the individuals. It is the process of stimulating people to actions to accomplish
the goals. In the work goal context the psychological factors stimulating the peoples
behaviour can be -
desire for money
success
recognition
job-satisfaction
team work, etc
One of the most important functions of management is to create willingness amongst the
employees to perform in the best of their abilities. Therefore the role of a leaderis to arouse
http://www.managementstudyguide.com/role_of_a_leader.htmhttp://www.managementstudyguide.com/role_of_a_leader.htmhttp://www.managementstudyguide.com/role_of_a_leader.htm7/29/2019 Final Project of Ob
6/20
interest in performance of employees in their jobs. The process of motivation consists of
three stages:-
1. A felt need or drive
2. A stimulus in which needs have to be aroused
3. When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means needs
and wants of the individuals have to be tackled by framing an incentive plan.
Motivational techniques have been experienced by every person from birth. We learn
behavior through motivation. We live our whole lives because of motivation. The question
that remains however is this: What motivation should a person have? This is important
because our motivation decides our behavior. Some types of motivation are more effective
than others. However, the perfect motivation for you can only be decided by one person:
YOU. There is no one thing that motivates people to perform certain actions. People aredifferent, so it follows that their motivations have to be different. Here are some types of
motivation:
1) Achievement:
This is the motivation of a person to attain goals. The longing for achievement is inherent in
every man, but not all persons look to achievement as their motivation. They are motivated
by a goal. In order to attain that goal, they are willing to go as far as possible. The complexity
of the goal is determined by a person's perception.
To us, the terms "simple" and "complex" are purely relative. What one person thinks is aneasy goal to accomplish may seem to be impossible to another person. However, if your
motivation is achievement, you will find that your goals will grow increasingly complex as
time goes by.
2) Socialization:
Some people consider socialization to be their main motivation for actions. This is especially
evident in the situation of peer pressure. Some people are willing to do anything to be treated
as an equal within a group structure. The idea of being accepted among a group of people is
their motivation for doing certain things.
3) Incentive motivation:
This motivation involves rewards. People who believe that they will receive rewards for
doing something are motivated to do everything they can to reach a certain goal. While
achievement motivation is focused on the goal itself, incentive motivation is driven by the
fact that the goal will give people benefits. Incentive motivation is used in companies through
bonuses and other types of compensation for additional work.
By offering incentives, companies hope to raise productivity and motivate their employees to
work harder.
7/29/2019 Final Project of Ob
7/20
4) Fear motivation:
When incentives do not work, people often turn to fear and punishment as the next tools. Fear
motivation involves pointing out various consequences if someone does not follow a set of
prescribed behavior. This is often seen in companies as working hand-in-hand with incentive
motivation. Workers are often faced with a reward and punishment system, wherein they aregiven incentives if they accomplish a certain goal, but they are given punishments when they
disobey certain policies.
5) Change motivation:
Sometimes people do things just to bring about changes within their immediate environment.
Change motivation is often the cause of true progress. People just become tired of how things
are and thus, think of ways to improve it.
THEORIES OF MOTIVATION
1. Maslows need hierarchy theory:
Abraham Maslow propounded a theory of human motivation. Maslow identified five sets of
human needs. The five sets of needs are arranged in a hierarchy of their importance to
individuals.
The needs have been classified into the following in order:
1. Physiological needs- These are the basic needs of an individual which includes food,
clothing, shelter, air, water, etc. These needs relate to the survival and maintenance of
human life.
2. Safety needs- These needs are also important for human beings. Everybody wants job
security, protection against danger, safety of property, etc.
7/29/2019 Final Project of Ob
8/20
3. Social needs- These needs emerge from society. Man is a social animal. These needs
become important. For example- love, affection, belongingness, friendship,
conversation, etc.
4. Esteem needs- These needs relate to desire for self-respect, recognition and respect
from others.
5. Self-actualization needs- These are the needs of the highest order and these needs are
found in those person whose previous four needs are satisfied. This will include need
for social service, meditation
2. Herzbergs two factor theory:
From the study titled The Motivation to Work based on interviews of 200 accountants and
engineers representing a cross section of Pittsburgh industry, (U.S.A) , Herzberg and his
association found substantial evidence indicating that employees have two sets of need:
One relating to job dissatisfaction, and
The other one relating to job motivation.
Hygiene factors- Hygiene factors are those job factors which are essential for existence of
motivation at workplace. These do not lead to positive satisfaction for long-term. But if these
factors are absent / if these factors are non-existent at workplace, then they lead todissatisfaction. In other words, hygiene factors are those factors which when adequate /
reasonable in a job, pacify the employees and do not make them dissatisfied. These factors
are extrinsic to work
Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as
motivators. The motivational factors yield positive satisfaction. These factors are inherent to
work. These factors motivate the employees for a superior performance. These factors are
called satisfiers. These are factors involved in performing the job.
3. Alderfers erg theory:
7/29/2019 Final Project of Ob
9/20
In 1969, Clayton Alderfers revision of Abraham Maslows Hierarchy of Needs, called
the ERG Theory appeared in The Psychological Review in an article titled An Empirical
Test of a New Theory of Human Need. Alderfers contribution to organizational
behaviour was dubbed the ERGtheory, and was created to align Maslows motivation
theory more closely with empirical research.
4. McGregors Theory X and Theory Y:
McGregor, in his book The Human side of Enterprise, states that people inside an
organization can be managed in two ways. The first is basically negative, which falls under
the category X and the other is basically positive, which falls under the category Y. After
viewing the way in which the manager dealt with employees, McGregor concluded that a
managers view of the nature of human beings is based on a certain grouping of assumptions
and that he or she tends to mold his or her behaviour towards subordinates according to these
assumptions.
http://www.google.co.in/imgres?um=1&hl=en&biw=1170&bih=614&tbm=isch&tbnid=G4c2gpDeFO6oNM:&imgrefurl=http://leadershipchamps.wordpress.com/2009/08/05/mcgregors-management-gem-theory-x-and-theory-y/&docid=2UAeioPMAfdE8M&imgurl=http://leadershipchamps.files.wordpress.com/2009/08/image.png%253Fw%253D497%2526h%253D480&w=497&h=480&ei=srVaUPWoFYbtrAfa44GADw&zoom=1&iact=hc&vpx=630&vpy=133&dur=5265&hovh=221&hovw=228&tx=131&ty=102&sig=105533040965832826986&page=1&tbnh=132&tbnw=137&start=0&ndsp=18&ved=1t:429,r:3,s:0,i:777/29/2019 Final Project of Ob
10/20
5. McClellands Acquired Needs Theory
David McClellands achievement motivation theory states that a person has need for three
things but people differ in degree in which the various needs influence their behavior:
1.Need for Power
2.Need for Affiliation
3.Need for Achievement
People who have a high need for power are inclined towards influence and control. Power
seekers want power either to control other people (for their own goals) or to achieve higher
goals (for the greater good). They seek neither recognition nor approval from others, only
agreement and compliance.
In the second category are the people who are social in nature. Affiliation seekers look for
harmonious relationships with other people. They will thus tend to conform and shy away
from standing out. The seek approval rather than recognition. They are driven by love and
faith. They like to build a friendly environment around themselves. Social recognition and
affiliation with others provides them motivation.
People in the third area are driven by the challenge of success and the fear of failure. Their
need for achievement is moderate and they set for themselves moderately difficult tasks
7/29/2019 Final Project of Ob
11/20
DESCRIPTION OF TATA CONSULTANCY SERVICE AND
ITS USE OF MOTIVATIONAL THEORY FOR ITS
EMPLOYEE
Tata Consultancy Services Limited (TCS) is the world-leading information technology
Consulting, services, and business process outsourcing organization that envisioned and
Pioneered the adoption of the flexible global business practices that today enable Companies
to operate more efficiently and produce more value They commenced operations in 1968,
when the IT services industry didnt exist as it does today. Now, with a presence in 34
countries across 6 continents, & a comprehensive Range of services across diverse industries,
http://www.google.co.in/imgres?um=1&hl=en&sa=X&biw=1170&bih=614&tbm=isch&tbnid=lL-XMCOvL7YOlM:&imgrefurl=http://www.autotantra.com/tata/2011/24/tata-passenger-cars-get-expensive-from-april-1-2011/&docid=9uNpc9pGVqISdM&imgurl=http://www.autotantra.com/img/tata-logo-01.jpg&w=320&h=300&ei=McRaUImuC4WViAfm6oDABQ&zoom=1&iact=hc&vpx=116&vpy=267&dur=325&hovh=217&hovw=232&tx=179&ty=136&sig=105533040965832826986&page=2&tbnh=140&tbnw=147&start=18&ndsp=22&ved=1t:429,r:11,s:18,i:2347/29/2019 Final Project of Ob
12/20
they are one of the world's leading Information Technology companies seven of the Fortune
Top 10 companies are among our valued customers.
Recognition at TCS
Guaranteed high motivation levels at TCS through competitive compensation packages,stimulating job content, outstanding development opportunities, and, not the least, an
innovative recognition mechanism
The various ways in which TCS recognizes its people are listed below.
Project milestone parties to encourage efficient execution of projects.
Recognition of star performers / high fliers to recognize outstanding talent.
Nomination to covet training programmes to encourage self-development.
Best project award to promote a spirit of internal competition across work
Groups and to foster teamwork
Best PIP award to encourage innovation and continuous improvement.
Best auditor award to acknowledge participation in critical support roles
Spot awards to ensure real-time recognition of employees.
Recommendations for new technology assignments / key positions to ensure
Career progression and development of employees' full potential.
Performance-based annual increments to recognize high performers
Early confirmations for new employees to reward high-performing new
Employees
Long-service awards to build organisational loyalty
EVA-based increments to ensure performance-based salaries.
On-the-spot recognition to guarantee immediate recognition of good performance.
TCS conducts two appraisals :
1. At the end of the year
2. At the end of a project.
Appraisals are based on Balanced Scorecard, which tracks the achievement of employees
on the basis of targets at four levels
Financial
Customer Internal
7/29/2019 Final Project of Ob
13/20
learning and growth
The financial perspective quantifies the employees contribution in terms of revenue growth,
cost reduction, improved asset utilization and so on; The customer perspective looks at the
differentiating value proposition offered by the employee; The internal perspective refers to
the employees contribution in creating and sustaining value; The learning and growth areself-explanatory. The weight age given to each attribute is based on the function the
employee performs. Based on their individual achievements, employees are rated on a scale
of one to five (five = superstar). If employees get a low rating (less than two) in two
consecutive Strategy and Behaviour Improving Performance Making correct decisions
Competitive Advantage Minimizing dissatisfaction and turnover Ensuring Legal Compliance
Values and Behaviour appraisals, the warning flags go up. If the poor performer continues
getting low scores then the exit option may be considered
COMPARISON OF THE MOTIVATIONAL THEORY WITH
THE STRATEGY USED BY TCS AS A PART OF
MOTIVATION FOR ITS EMPLOYEES:
TCS (TATA CONSULTANCY SERVICE) motivates employees based on:
Performance
Innovation
Continues improvement
7/29/2019 Final Project of Ob
14/20
Organisational loyalty
Efficient executions, and many
According to the group we compare this with Alderfers ERG Theory, as it also
says about motivation According to Alderfer, the frustration-regression principle has an
impact on workplace motivation. For example, if growth opportunities are not offered to the
employees, they may regress towards relatedness needs, and socialize more with co-workers.
If management can recognize these conditions early, steps can be taken to satisfy the
frustrated needs until the employees are able to pursue growth again. Managers must
understand that an employee has various needs that must be satisfied at the same time
DESCRIPTION VIDEOCON AND THE STRATEGIES USED
TO MOTIVATE THE EMPLOYEES
7/29/2019 Final Project of Ob
15/20
Videocon is the company with a very good employee base. The company is a
preference of the workers to work with. Motivation at Videocon is not a different project or
programme, but the environment, organizational structure & modes operand of Videocon is a
motivation itself.
The career at Videocon is driven by performance of employee, not by the production.
Thus both organization & employees always keep on working to increase the performance.
The employees are always supported by the management. A noble deed of an employee is
always appreciated. The judgement of the employees is based on the values & commitment.
This process of evaluation keeps the employees self-motivated.
The second base of motivation is Talent reorganization. Videocon always let the
talented employees come forward & show their talent. That is why the Talent base at
Videocon is much diversified. Videocon never keeps its employees working & working only.
Their work is always kept fun-filled. Many limes a month, there are different programmes,
where senior executives & employees participate. Thus employees feel themselves nearer to
them. A totally different of Videocon, that the company never forces any training on its
employees after basic training on the time of recruitment. Each employee chooses his/her
own type & time of training.
Before, employees find a better training for themselves & then on suitable time, they
join the session for training. Thus self imposed training gives them a better exposure &
learning. Employees never avoid training sessions as in other organizations. Rewards
awarded at Videocon are unique. They provide not only promotions & increments, but also
something more. Employee of the weak, employee of the month is chosen from each unit &priority is given to that Particular employee. Thus he becomes a source of motivation for
other employees.
Videocon has a commitment towards its employees better & it always do its best for
its employees. In Mission & Vision Statement of the company, it has given its commitment.
Thus employees have a faith upon Videocon. This faith itself is the Motivation to the
employees.
COMPARISON OF THE MOTIVATIONAL THEORY WITH
THE STRATEGY USED BY VIDEOCON AS A PART OF
MOTIVATION FOR ITS EMPLOYEES
Videocon motivates employees based on:
Performance of the employee
Talent recognition
7/29/2019 Final Project of Ob
16/20
Self motivated employees
Commitment for it employees
Not only monetary motivation but also Physiologicalmotivation
According to the group we compare this with Maslows need hierarchy theory , as it also
One of the most widely mentioned theories of motivation is the Hierarchy of Needs theory by
psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy,
ascending from the lowest to the highest, and he concluded that when one set of needs issatisfied, this kind of need ceases to be a motivator
Physiological needs- These are important needs for sustaining the human life. Food, water,
warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in
the primary list of need satisfaction. Maslow believed that until these needs were satisfied to
a degree to maintain life, no other motivating factors can work.
Security or Safety needs- These are the needs to be free of physical danger and of the fear of
losing a job, property, food or shelter. It also includes protection against any emotional harm.
Social needs - Since people are social beings, they need to belong and be accepted by others.
People try to satisfy their need for affection, acceptance and friendship.
Esteem needs- According to Maslow, once people begin to satisfy their need to belong, they
tend to want to be held in esteem both by themselves and by others. This kind of need
produces such satisfaction as power, prestige status and self-confidence. It includes both
internal esteem factors like self-respect, autonomy and achievements and external esteem
factors such as states, recognition and attention.
7/29/2019 Final Project of Ob
17/20
Self-actualization needs- Maslow regards this as the highest need in his hierarchy. It is the
drive to become what one is capable of becoming; it includes growth, achieving ones
potential and self-fulfilment. It is to maximize ones potential and to accomplish something
BENEFITS AND LIMITATIONS OF THE MOTIVATIONAL
THEORY
Motivation is a very important for an organization because of the following Benefits it
provides:-
1. Puts human resources into action
7/29/2019 Final Project of Ob
18/20
Every concern requires physical, financial and human resources to accomplish the
goals. It is through motivation that the human resources can be utilized by making full
use of it. This can be done by building willingness in employees to work. This will
help the enterprise in securing best possible utilization of resources.
2. Improves level of efficiency of employees
The level of a subordinate or a employee does not only depend upon his qualifications
and abilities. For getting best of his work performance, the gap between ability and
willingness has to be filled which helps in improving the level of performance of
subordinates. This will result into-
Increase in productivity,
Reducing cost of operations, and
Improving overall efficiency.
3. Leads to achievement of organizational goals
The goals of an enterprise can be achieved only when the following factors take
place:-
There is best possible utilization of resources,
There is a co-operative work environment,
The employees are goal-directed and they act in a purposive manner,
Goals can be achieved if co-ordination and co-operation takes place simultaneouslywhich can be effectively done through motivation.
4. Builds friendly relationship
Motivation is an important factor which brings employees satisfaction. This can be
done by keeping into mind and framing an incentive plan for the benefit of the
employees. This could initiate the following things:
Monetary and non-monetary incentives,
Promotion opportunities for employees,
Disincentives for inefficient employees.
1. Leads to stability of work force
Stability of workforce is very important from the point of view of reputation and
goodwill of a concern. The employees can remain loyal to the enterprise only whenthey have a feeling of participation in the management. The skills and efficiency of
7/29/2019 Final Project of Ob
19/20
employees will always be of advantage to employees as well as employees. This will
lead to a good public image in the market which will attract competent and qualified
people into a concern. As it is said, Old is gold which suffices with the role of
motivation here, the older the people, more the experience and their adjustment into a
concern which can be of benefit to the enterprise.
Limitation of motivation is as follows:
It seems that majority of widely known motivational theories are of American origin
and their applicability in other parts of the world is questionable.
Most of the traditional theories research methodologies do not distinguish betweendifferent genders and cultures.
Today at the time of increased globalization, lots of people seek employment in other
countries and it seems that their prime motivator is higher wages, thus conclusions of
some theories that money is not prime motivator is dubious.
7/29/2019 Final Project of Ob
20/20
GROUP VIEWS ABOUT THE THEORIES OF MOTIVATION
From the above discussion, we can say that motivation is an internal feeling which can be
understood only by manager since he is in close contact with the employees. Needs, wants
and desires are inter-related and they are the driving force to act. These needs can be
understood by the manager and he can frame motivation plans accordingly. We can say that
motivation therefore is a continuous process since motivation process is based on needs
which are unlimited. The process has to be continued throughout.
We can summarize by saying that motivation is important both to an individual and a
business. Motivation is important to an individual as:
1. Motivation will help him achieve his personal goals.
2. If an individual is motivated, he will have job satisfaction.
3. Motivation will help in self-development of individual.
4. An individual would always gain by working with a dynamic team.
Similarly, motivation is important to a business as:
1. The more motivated the employees are, the more empowered the team is.
2. The more is the team work and individual employee contribution, more profitable
and successful is the business.
3. During period of amendments, there will be more adaptability and creativity.
4. Motivation will lead to an optimistic and challenging attitude at work place
Recommended