INNOVATIVE MOTIVATIONAL TECHNIQUES IN 10

DIFFERENT COMPANIES

Presented By :

Kiran

Vivekanand

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Infosys Technologies Ltd. (NASDAQ: INFY) provides consulting and IT services to clients globally.

Over 72,000 employees worldwide

N. R. Narayana Murthy is the Chairman of the Board and Chief Mentor of Infosys Technologies Limited

He founded Infosys in 1981 along with six other software professionals and served as the CEO for 20 years

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Motivational techniques of Infosys

No. of facilities to the employeesESOPBest Reward System Sharing of ideasChairman’s List & an annual excellence award

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Groupism was not encouraged in the organization.

Narayan Murthy explained, “Everything is judged on merit.ego doesn’t come into the picture. Our transactions are zero-based so there is no history sheet, Different people compete, then they have a discussion, one solution is accepted, one person wins, they smile and go out to lunch. Because the group of people is very smart, there has to be a uniform distribution of wins. There are no overt or covert prejudices”

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Taj Group of Hotels Facts

It began on December 16, 1903, when Jamshetji Nusserwanji Tata opened Taj’s first hotel, the Taj Mahal Palace & Tower, Mumbai

A part of the Tata Group of companies www.tata.com, India's premier business house, Taj Hotels Resorts and Palaces comprises 57 hotels in 40 locations across India with an additional 18 international hotels in the Maldives, Mauritius, Malaysia, Seychelles, Australia, UK, USA, Bhutan, Sri Lanka, Africa, and the Middle East.

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Motivational techniquesSpecial Thanks and Recognition

System (STARS)Taj People PhilosophyIntensive Training programAllow Employee to take part in various

leadership programs360-degree feedback systemCenters of excellence

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After the ‘STAR’ initiative was launched, the following suggestions were made by Taj Group employees and accepted by the organization

Name of employee : G.L.Murthy Level: Silver level Location: Taj Krishna, Hyderabad Suggestion: It is suggested that cars owned by in-

house guests and parked in our hotel overnight should be cleaned and a small note left behind for the guest saying, ‘Your car has been cleaned’. This act will dazzle and delight our guests.

Name of the employee: P.Makhania Level: Silver level Location: Taj Mahal, Mumbai

Suggestion: Room No 287 is kept as or designed for handicapped/disabled people. I suggest we keep a bulb, which flickers when someone rings the bell (this for the guest who is deaf but not blind). It could be just like the housekeeping corridor bulb.

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Dr. Reddy’s Lab

Reddy’s Laboratories was founded by Dr Anji Reddy, a entrepreneur-scientist, in 1984.

The first pharmaceutical company from Asia Pacific

(outside Japan) to be listed on the New York Stock Exchange (on April 11, 2001) is only one among them.

Today, the company with revenues of Rs.2,427 crore (US $546 million), as of fiscal year 2006, is India’s second largest pharmaceutical company and the youngest among its peer group.

With over 950 scientists working across the globe. www.a2zmba.com

Motivational techniques at Dr. Reddy Lab

Competitive compensation packages

Company supported higher education (including Master in science & MBA courses) and conducted relevant training program

Unique ‘career design workshops’ were instituted

for middle to senior manager to facilitate a better understanding of their strengths and career preferences.

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Continued….

Ankur -the learning centre

Dr Reddy lab offers several benefits to the employees, health of the employee is matter of prime importance at the company evident from provision of various facilities like an occupational health centre with round the clock availability of ambulance and medical team.

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Facts

It is one of the major company in logistics solution provider

Started in the year 1973

In 2003, Fortune magazine featured FedEx, a leading global logistics solutions provider, among the list of 100 ‘best companies to work for’ in the US.

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Motivational techniques Survey Feedback Action Program

Guaranteed Fair Treatment Procedure

Job Change Application Tracking System

Leadership Evaluation and Awareness process Succession Planning Executive Education Internal Employee Training Program

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Continued…..

FedEx was considered one of the most employee-friendly companies in the world because its innovative HR initiatives aimed at achieving maximum employee satisfaction.

Complementing FedEx for its HR policies, Work Force magazine wrote,

“FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability. The corporation’s philosophy is that employees should be doing the kind of work they want to do”.

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Reward and Recognitions Program at FedExBravo Zulu : The award is given to the employees

who performed above and beyond the call of duty. The award consists of appreciation from the management and gift certificates or movie tickets.

Suggestion Award : Employees received cash prizes ranging between $100 and $25,000 for offering valuable suggestions for improving business operation at FedEx.

Golden Falcon Award : Presented to regular employees who went out of their way to serve customers and exceeded their expectation

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The Five Star Award : considered the best award at FedEx, it is presented to employees whose performance helped FedEx improve customer service, profitability and teamwork.

Humanitarian award : Given to the employee who displayed courage and kindness to help the needy.

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Facts

Biggest retailer in the world

It was established by Walton in 1962

Biggest customer for companies like Disney, Procter and Gamble, Revlon, Campbell Soup, Gillette

It was biggest seller of DVDs, CDs, groceries, guns, diamonds and no. of other products in the US

It did not authorize overtime work, and did not allow store managers to overburden employees with work

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Motivational techniquesProfit sharing planIt developed and nurtured the image of a caring

employer. In 2002, it launched new program in the U.S. called the ‘Associate in Critical Need Trust’.

The company was also committed to improving the career prospects of its employees.

It was also recognized as one of the leading employers of disabled people in the country.

Unique element of Wal-mart’s culture was the ‘Wal –Mart cheer’, which was done by the company’s employees every morning and during special meetings or get-togethers.

Walton believed that this created team spirit and oneness among the employees and helped cement their loyalties.

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HR Programmes At Satyam Computers• Empower The Employees To Innovate

• Learning And Development

• Recognition Of Employee Contribution

• Transparency In Functioning

• Developing Emotional Bond

• Family Wing

• Satyam Club

• Celebrating Together \ Periodic Gathering

• Concierge Services

• Classifieds

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Philanthropic Activities

Diversity

Employee Programmes

Training And Development

Employee Ownershipwww.a2zmba.com

Community

Education

Work\life Balance

Environment

Volunteerism

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The health and wellness programEmployee assistance programDisability managementErgonomics injury prevention programSafe fleet programThe benefits reapedOther employee health friendly initiatives

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J&J valued its employees as their real assets. They believed that investement in their employee’s welfare and well-being was not an expenditure but an investment for future. J&J believed that every employee contribution is important to the organization. The following points bring out their commitment to employees.

Valuing employees’ effortsValuing DiversityAssisting employee in attaining harmonyPromotion of health & safety at home & workplaceOpportunity for fulfillment of career ambition

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TCS CultureMaitreeTraining And Education: Induction Training

Programmes And Continuing Education Programme

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WHAT IT OFFERS ?Exposure To Business Excellence And Evolving

TechnologiesCareers Across Business And Technology AreasBeing at forefront of E-revolutionGlobal Exposure – With Projects In Over 50

Countries And 800 Clients,many Of Them Fortune 500 Standouts

Worldclass Training And The Oppurtunity To Learn Continously

An Open Door, Energetic Environment With Worldclass Infrastructure

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Motivating Organisational Culture

• Informal work culture at googleplex

• Googlers were allowed to bring their

pets into their workplace

• They are provided with free snacks and , lunch and dinner prepared by star chef like charlie ayers

•Recreational Facilities Such As Gym, Assorted Video Games, Pool Table, Ping Pong And Roller Skater Hockey

•Googlers Are Allowed To Spend Atleast 20% Of Their Time In Self-directed Projects

•Open Communication Across The Organisation

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• Lunch Hour Discussion• Complete Freedom Regarding The Projects• Friday Afternoon Brief Meetings• WAYNE ROSING,VP once said“ We have Management in engineering. AndStructure was tending to tell people, ” NoYou can’t do that.’ so Google fired all the managers.

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