MBA HR ( EMPLOYEE MOTIVATION )

7/30/2019 MBA HR ( EMPLOYEE MOTIVATION )

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PROJECT TITLE

EMPLOYEE MOTIVATION

AT

GLOBAL HOSPITALS

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CONTENTS

Page no:

CHAPTER-I

INTRODUCTION

Need for the study

Objectives of the study

Research methodology

Scope of the study

Limitations of the study

CHAPTER-II

COMPANY PROFILE

CHAPTER-III

THEORETICAL BACKGROUND ABOUT THE TOPIC

CHAPTER-IV

EXISTING SYSTEM IN THE ORGANIZATION

CHAPTER-V

DATA ANALYSIS

CHAPTER-VI

FINDINGS

CONCLUSIONS& SUGGETIONS

QESTIONNAIRE

BIBLIOGRAPHY

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CHAPTER-I

INTRODUCTION

INTRODUCTION

NEED FOR THE STUDY:

In terms of its derivation the word motivate means to move, Lo activate. In general sinee any

thing that initiates the activity whether external or internal is motivating. Today the term means

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a lot more. Motivating is the work, a manager perform to inspire, encourage and energize people

to take required actions.

OBJECTIVES OF THE STUDY:

The objective is to study the behavioral aspects of motivation.

To identify the various factors that influences Employee Motivation.

To examine the proportion of motivated and non-motivated employees.

To suggest suitable measures to create a well motivated environment.

To determine the determinant needs of the employees and find out what actually

motivates them. (Achievement, power, affection).

RESEARCH METHODOLOGY:

Research area:

The research has been conducted at Global Hospital at Lak-di-ka-pool.

Sample size:

The sample size taken for survey included 20 employees. The sample was collected keeping in

view covering departments like Billing, From of lieu, Nursing, F&A, Internal audit etc in the

organization. But I could cover only few employees because of time factor.

Data source:

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Primary data collection:

It was collected through questionnaire survey. Data is gathered by distributing this questionnaire

at middle level executives level. This questionnaire was prepared to gather the information

pertaining to the existing Recruitment, Selection and training policies.

Secondary data collection: This data is gathered from the organization, books etc. Most of the

data collected is from books and some of them are downloaded from Internet.

SCOPE OF THE STUDY:

This survey is restricted to only middle level executives and in some departments of

GLOBAL HOSPITA. It cannot be extended to whole organization

LIMITATIONS OF THE STUDY:

Sample size is very small (20); it is not practical to extent, as the option of the whole

organization,

> All the employees are usually busy in their work. Thus it is very difficult in assessing

them for a personal interaction.

> Since the survey is restricted to only middle level executives and in some

departments, it cannot be extended to whole organisation.

> Respondents may not reveal the exact information.

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> Questionnaires as a tool have some inherent limitation that has to be considered.

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CHAPTER-II

COMPANY PROFILE

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COMPANY PROFILE

In a country like India where high rate of demographic pressure,

illiteracy, environmental pollution and insensitivity among the masses have

substantially been responsible for generating and aggravating the multi-

dimensional diseases, we need concerted efforts to make an assault on priority

basis.

The hospitals also bear the responsibility of creating awareness by educating

and sensing the masses, especially in the category of preventive services. On

the other hand, in the group of curative services, they need to offer quality

medical aid. We are well aware of the fact that till now the masses have not

been getting even the basic Medicare facilities then what to talk of the

healthcare services of world class.

This is due to a faulty national health policy, which has been found contracting

the potentials of Medicare organizations. It is high time that hospital planners

and hospital managers revamp the rural health centers and like them with the

hospitals located in the big towns and cities. Since we make an advocacy in

favor of an active participation of the corporate sector, it is pertinent that they

expand their network albeit to the villages where the magnitude of problem is

found very alarming and chaotic. We can't deny the fact those medical and

paramedical personnel and the nursing staff. Contribute significantly to the

process but even the quality inputs fail in delivering the quality outputs if we

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find everything mismanaged. The OT is ready for a surgeon but we can't expert

anything concrete unless he/she is available to perform with his/her team. This

makes it clear that for delivering quality services it is essential that a

professionally sound manager commands and monitors everything with the

prime motto of simplifying the task of doctors attending on the patients. We

also find hospital where everything is available but in absence of a

professionally sound manger, the level of efficiency comes almost to the zero

level. In a majority of the government hospitals, we find something because the

superintendents working in the capacity of an administrator lack professional

excellence and fail in delivering goods either to the ailing patients (or) to the

hospital personnel and organizations. This engineers form a strong foundation

for the development of a world-class manager.

An Overview of Indian "HEALTHCARE With the demand for healthcare

for exceeding supply, India's healthcare industry is expected to grow by around

13% a year for the next 6 years, CONFEDERATION OF INDIAN

INDUSTRY [CO] has stated in a press release issued recently. India's

healthcare sector having made impressive strides in recent years has growth to

Rs 73000cr industry, which is roughly 4% of G.D.P.

Healthcare industry is booming all over the world. In the U.S.A. it isalready

the largest service sector and worldwide it is slated to be a $4 trillion market by

2005. the corporate hospitals will play a positive role in the healthcare sector

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by taking the load off from government hospitals, whose performance hasn't

been up to the mark.

In the last three decades, as a result of initiatives and reforms, private sector is

emerging as a major force in healthcare delivery service adding lo this there the

insurable companies, the hospital hardware and the software companies, which

have come together to create the boom.

FACTORS ATTRACTING CORPORATE IN THE HEALTH

CARE SECTOR

I) RECOGNITION AS AN INDUSTRY:

In the mid 80's the health sector was recognized as an industry. Hence it

became possible to get long-term funding from the financial institutions. The

Government also reduced the import duty on medical equipment's and

technology, thus opening up the sector,

II) SOCIO-ECONOMIC CHANGE:

The rise of literacy rate, higher level of income and increasing

awareness through deep preservation of media channels, contributed to greater

attention being pained to healthcare with the rise in the system of nuclear

families, it became necessary for regular health checkups and incenses in

health expenses for the bread earner of the family.

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Ill) OPENING OF THE INSURANCE SECTOR:

In India approximately (0% of the1 total health expenditure comes from self-

paid category as against Governments contribution of 25-30%. A majority of

private hospitals are expensive for a normal middle class family.

The opening up of the insurance sector to private players is expected to gibe a

shot in the arms of the health are industry health insurance will make

healthcare affordable to large number of people currently, in India only 2

million people (0% of Total population of billion are covered under medi-

claim).

IV)GROWTH OF THE PRIVATE

SECTOR:

Lack of funding has thus far been the biggest abstract to the growth of private

hospitals the Government eliminated this constraint by extending tax benefits

to investors in private hospitals with 100 beds (or) more. It also reduced in

import duty on life saving equipment from 25-5% to encourage hospitals to

input the latest equipment. The private sector already accounts for about 70%

of India's healthcare services market and the latest incentive will further fuel

the growth.

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V) OPPORTUNITIES:

Good healthcare in India is in extreme short supply and this gap prevents vast

opportunities to the corporate to plug in among the major groups, low density

of doctors in India with only 43 doctors of every 10,000 people as compared to

us. That has 2340 doctors per 10,000. A W.H.O (World Health Organization)

report says that India needs to add 80,000 hospitals deeds each year for the

next 5 years to meet the demands of its population, the huge shortage of

hospital dads outline a major opportunity for the private sector.

Acknowledging the immense opportunities in the sector, corporate are getting

into business of Managing Hospitals, which could be explored.

VI) ROLE OF TECHNOLOGY:

Healthcare is racing towards high-tech, outwitted technology and health

agencies wanting to distinguish themselves from the pack will have to opt for

leading-edge technologies. And that means healthcare delivery through

application of telecommunications technology or rather talent decline. This will

help transfer of electronic medical data, including high-resolution images,

sounds, live video and patient records from one location to another through

telephone lines, ISDN, modem, Internet, situates, video conferencing etc. All

this will result in better care at lower-costs and the new technologies available

will help streamline processes, integrate data and monitor care.

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MAJOR PLAYERS IN THE PRIVATE HEALTHCARE SECTOR

The private healthcare segment has grown into a formidable industry estimated

to be Rs 80,QOOcrores major corporations lied the Tata's Apollo groups,

Fortis, Max, Wockhardit, Primal, Ispat, Duncan, Escorts have mode significant

investments in setting up stage of the art. Private hospitals in cities like

Mumbai, New Delhi, Chennai, Kolkata and Hyderabad.

THE FUTURE:

The industry is expected to undergo a drastic change with the advent of

managed care systems in the form of preferred provides organizations which

will Metamora phase into Health Maintenance Organizations (HMO). In the

long run US$761 million health insurance business is expected to swell five

times, to US$4 billion by 2005. As a new trend the Indian companies are

creating new investments in order countries and are also putting in efforts in

tapping foreign patients, and earning flex observing the new developments and

the pay off showing to comparative proving. India is posed to evolve into

regional healthcare club.

For Ihfhealthcare serlor to nrj'.cnl ils drliverables il is iirress.iry to reorient

Indin's healthcare strategy ;md string Ihen lineage's between the Government

and the Private sector participants.

To increase sate expenditure on healthcare and boost quality of healthcare

infrastructure in the country, the healthcare provides/deliverers and the

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Government need to work in the spiritof true symbiosis and partnership rather

than see each other with suspicion and skepticism, the industry should focus

more on "patient centric" strategies. We find hospitals occupying a position of

top priority because the services offered by them are related to our survival.

ABOUT GLOBAL HOSPITAL:

Only a small percentage of Indian Population that needs organ

transplantation are able to obtain these services in the "focused facilities to

conduct organ transplantation" overseas. As there are no such facilities in

India, few others are taking their chances with the multi specialty hospitals in

India that has low success rate. Yet others, who cannot meet the high price for

the transplantation, are waiting for a natural course to takes to all. People that

are going to the "focused facilities to conduct organ transplantation" overseas

are given a low priority because by law most of these countries extend top

priority to their own population in such a scenario the vision of Dr.

K.Ravidranath and his team has created a " focused facility to conduct organ

transplantation program".

The Global Hospitals is a 150-bed ultra-modern and focused facility

situated at a central location in Hyderabad. It will provide transplantation

services not only on a top priority basis but also at l/3 rd of the prevalent cost to

the Indian population. It being a hospital of international standards, the Global

Hospitals will ensure that the success rate of organ transplantations would be at

par with any other hospital in the world.

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The Global Hospitals being the first arid only focused facility to conduct

organ transplantation in accordance with the instructions of the Technology

Development Board, Government of India, it will develop guidelines, standards

and benchmarks for others to follow. It will also train professionals to develop

and help them to establish similar facilities in India.

In addition to organ transplantation facilities, the Global Hospitals will

conduct following programs,

> Training program on the organ transplantations.

> Standardizing the operating procedures in transplantation.

> Development of organ transplantation policies, procedures and

guidelines to establish national standards.

> Creating a strong research and development base.

> Experience through xcnutransplantation,

> Stem cell technology (organogenisis).

> Islets cell transplantation.

> Knowledge dispersal, CME programs, seminars, symposiums and

workshops conducted by national and international specialties.

> Well-organized information resource center.

> National awareness programs on organ donations.

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VISION:

To be a pioneer and leader in multi organ and tissue transplantation in

India, and a South Asian resource center for diagnosis, research,

education, prevention and treatment of Gl(gastro-intestinal) and renal

diseases.

MISSION:

To remain the foremost center of excellence in India and neighborhood by

> Deploying state of the art facilities and equipment.

> Attracting the most talented medical, scientific and support staff.

> Providing affordable health care of

unsurpassed quality. V- Exceeding service

expectations.

> Adhering to professional and scientific integrity.

Embracing change and encouraging

ovation. Affiliations and Associations

1. Focused facility to conduct Multi Organ Transplantation

V Liver

> Kidney

> Bone Marrow

2. Tertiary referral center for complicated Gastrocntcrology and

Laparoscopicsurgeries

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3- Associations

> St.James University Hospital, Leeds, U.K.

> Medical University of South Carolina, U.S.A

> Technology Development Board, Department of Science and

Technology,

Government of India.

4. Affiliation: Liver Transplant Unit, King's College Hospital, and

London.

Affiliation

The Global Hospitals is affiliated to Liver Transplant Unit, King's

College Hospital, and London.

King's College London is the second largest School of the

University of London. Royal Charter founded it in 1829, with the support

of King George IV and the Duke of Willington, by a distinguished group

of patrons ecclesiastical and secular-who wished to promote a university

education, which encompassed both traditional and modern studies but

was less radically secular than the institution that is now University

College.

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King's was established next to Somerset House on land granted in

perpetuity by the Crown, and this Strand campus is still the College's

main site, in the heart of London, close to the scat of Government, the

City, the Royal Courts of Justice and the Inns of Court.

> In 1908 King's College School and King's College

Hospital Medical School became independent; other department except

Theology is incorporated into the University In 1923 Dental School established.

> 1928 The Household and Social Science Department becomes a

separate college (later to become Queen Elizabeth College in 1953).

>- 1980 King's reconstituted by Royal Charter as a constituent college

of the University of London.

> 1983 King's College School of Medicine and Dentistry reunites

with King's. 1985 Queen Elizabeth College and Chelsea College merge

with King's.

> 1997 Institute of Psychiatry merges with King's.

> 1998 UMDS merges with King's.

SERVICES:

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> Operation Theatre

> ICU's

> Liver ICU

> Renal Dialysis

> Endoscopy

> Transfusion Medicine Biochemistry V- Micro biology

> Hematology

> Histopathology

> Radiology & Imaging

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Departments

S.NO

NAME

T.NO

1 Administration 52 Billing " 153 Bio-Medical 34'Business Development 235 Cardio Thoracic 26 Cardiology 57 Commercial 58 Credit Cell 3

9 Dietetics 4

10 EDP 41 1 Finance & Accounts 1112jFront Office 34

13iGART 3

14iGlobal.Hi.Tech 41 5 Haemato Oncology 116:Health Care

Assistance

~2

1 7 ' House Keeping i 11 8 :HR & PROJECTS 51 9 Internal Audit 3

20 Labservices 3921 Life Style 122 M D's Office 423 Maintenance 2924 'Medical Services 2725 Nephrolagy 726 Neurology 127 Non-Invasive Lab 3?8 Nursing 22029 Operation Theatre 2730 Pharmacy 25

31 Physiotherapy 932 Purchase & Stores 733 Radiology 1134 Security 435 Transfusion Medicine 936 Transplant Co-

ordination

' 2

37 Transport 33

38 Urology 1

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CHAPTER-III


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INTRODUCTION

ORGANISATION: II is n social invention for accomplishing Roats through

grou| efforts. It IN a collection ut" people working together in a division of

labour t achieve a common purpose.

MANAGEMENT: It is a purpose full goal directed activity concerned witl

accomplishing objectives with & through the efforts of others. It is a creativ.

force, which helps in optimum utilization of resource of men, material, ani

money, machinery in to a productive enterprise.

>

Management is furlher defined as "...that field of human behavior in whici

managers plan, organize, staff, direct, & control human, physical ant

financial resources in an organized effort, in order to achieve desirei

individual and group objectives with optimum efficiency and effectiveness."

HUMAN,...RESOURCE MANAGEMENT; An organization is nothing with

ou human resources .HRM is concerned with 'people' dimension m

management Since every organization is made up of people, acquiring their

services developing their skills, motivating them to high levels of performance,

ani ensuring that they continue to maintain their commitment to the

organizatioi are essential to achieving organizational objectives.

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Survival of any organization requires competent managers and worker

coordinating their efforts towards an ultimate goal. HRM is a process

consisting of four functions ---acquisition, development, motivation, and

maintenance 0 human resources.

The acquisition function begins with planning .it includes the estimatioi

of demand and Supplies of labour. Acquisition also includes the recruitment

selection, and socialization of employees. The development function can be

viewed in three dimensions they are employee (raining, management

development, and career development,

The motivation function begins with the recognition that individuals are unique and

that motivation technique must reflect the needs of each individual.

The final fund ion is maintenance il is concerned with providing those working

conditions that employees believe is necessary in order to maintain their commitment to the

organization.

Therefore Human Resource helps the management to enhance their

dignity by satisfTKUINIQUKS AND TOOIX OF MOTIVATION:

Motivation is an important function of management that affects the willingnes

person to work .The manager must know specific ways, which could help

motivate his subordinates. Some of the motivational techniques used by the n

are as fallows.

1. Job Rotation: It can act to motivate workers by diversifying their activit off

setting the occurrence of boredom. There fore it can renew enthusi; learning

and motivate workers to higher performance.

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2- Flexi Time: It is a system where by employees contract to work a number

of hours a week but are free to vary the hours of work with in limits. It

allows employees more freedom in determining their ow; schedule

within the general organizational guidelines.

3. Job Enlargement: It refers to adding a few more task elements horizon

focuses on satisfying higher order needs, quality of production, overall ef of the

organization.

4. Job Enrichment: It means adding duties and responsible that will pro skill

variety, task identify, task significance, autonomy and feedback performance.

5. Work Scheduling: It includes Homework and Worksharing.Homev.

designed to provide work for those individuals who would otherwise bi

labor force. It allows these individuals to work for an employer wit!

confines of their home. Work sharing is designed to give flexibility t

people who for some reason cannot work a full day.ng their social needs.

MOTIVATION

In terms of its derivation the word motivate means to move, Lo activate. In

general sinee any thing that initiates the activity whether external or internal is

motivating. Today the term means a lot more. Motivating is the work, a

manager perform to inspire, encourage and energize people to take required

actions.

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Motivation is defined as " the willingness to do something and is conditioned

by this actions ability to satisfy some needs to individual."A need means some

internal state that makes certain out comes appear attractive.

Motivation is viewed as force, which impels or incites all employees to action

in the direction towards achieving the objectives of the organization. The

management should provide motivating forces to intensify the desires and

willingness for achievement of common objective.

Thus motivation is general inspiration process to get the members of the team

together to carryout properly the tasks they have developed and generally to

play an important role in inspiring and motivating people with a zeal to do

work for accomplishment of organizational objectives

Thus workers nerd lo be challenged nl work, and (he job itself must be one that the 1

worker values. Jobs must include skill variety, task identity, and task significance. Therefore

the above techniques are available to the organization to make jobs more interesting. And

there are certain motives that induce employees to work such motives are

called incentives. They are...

Financial Incentives: "Any incentive that pays of directly or indirectly in terms

of money". Money is paid as reward for the extra done. It is said to be sole

motivator and it is prescribed as remedy for problems of poor moral,

productivity lags and employee dis-satisfaction.financial incentives includes

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any form of wages and salaries, bonus, premium, price, or return on investment

or profit sharing, leave encashment, etc.

Non-Financial Incentives: "any incentive that are not paid in terms of money".

It is psychic reward or the reward enhanced position that can be secured in an

organization. These includes job security, recognition, participation in

management, pride in Ihc job, Iraininj', facilities, labour welfare and social

securities measures, promotions, etc.,

KI.KMKNTS OK MOTIVATION

1. The Individual:

Every individual is different from others as regards his ability, intelligence,

attitude, needs, status, likes, dislikes, preferences, ideology & socio-economic

background. It means that a particular type of motivation will receive different

reactions from different individuals. Motivational incentives should take into

account that every individual whether a manager or a low paid worker is an

unique person and has hid own separate individual identity.

2. The Job:

There are different types of jobs, within their different specialties and

requirements, Every employee of the enterprise will not like a particular type

of job. Certain fobs are challenging and liked by few individuals. Other jobs

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are routine, not liked by many persons due to their monotony and dullness.

There can never be a particular job, which provides pleasure, satisfaction and

pride to one and all. Managers should consider this aspect also while deciding

various types of jobs and related motivations.

3. The work situations:

The working conditions also direct motivation. The management should

provide financial & non-financial incentives and refreshing working

conditions to enable workers to contribute their maximum worth.

MOTIVATION TIM'OUII'.S

Knowledge about theories of motivation, though useful it is not enough to

motivate employees at work situations. A manager must know specific ways,

which could help him, motivate his subordinates. Some of the motivational

theories followed by the managers are as follows.

MASLOWS HIERARCHY OF NEEDS: Abraham Maslow hypnotized

that with in every human being there exists a hierarchy of five needs they

are.

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The physiological needs are the basic requirements of life such as food and

drink. The safety needs includes the feeling of security and protection from

physical and emotional harm. The social needs are acceptance from others,

affection, belongingness and friendship. The self-esteem needs are those

needs, which includes internal esteem factors such as self-respect, autonomy

and achievement, and external esteem factors such as status, recognition, and

attention. The self actualization needs drive to become what one is capable of

becoming, includes growth, achieving one's potential, and finding self

fulfillment.

MCSRESOR'S THEORY X & THEORY Y: Douglas McGregor was an

American social psychologist that conducted a variety of research projects on

'Motivation' & 'General behavior' of people in organization.

He described two views, which he culls theory 'X', & theory 'Y'. Theory X

assumes that the average worker is lazy and dislikes works. He is unambitious,

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selfish, avoids responsibility and has no concern for organization objectives.

Theory y states that people are not by nature as theory X but they become so as

a result of their treatment in the organisation. Infact work is as natural as play

and rest. They seek responsibility and have a great resource of self-direction,

contribution to problem solving and cooperation.

HERZBERS'S MOTIVATION


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friendly and warm relations with others.Need for Power(n Pow) the desire to

control others, to influence their behavior or to be responsible for others.

ALDERFER'S ER


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CHAPTER-IV


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CHAPTER-V

DATA ANALYSIS

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DATA ANALYSIS

Your association with Global hospital has been from

DURATION RESPONSES

Less than 1year 04

Between 1-2 years 06

Between 2-3 years 03

Above 5 years 07

20%

30%15%

35%

Less than 1

year

Between 1-2

years

Between 2-3

years

Above 5 years

Interpretation:

20% of (He respondents are associated with Global from less than J year,

30% are between 1-2 years, 15% are between 2-3 years, and 35% are

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associated from 5 years

What do you think "motivation" help employees to show there

OPTIONS REPONCES

Present Performance 03

Highly Potential 05

Multi- skill 04

All the yhovc 08

15%

25%

20%

40%

Present

Performance

Highly Potential

Multi- skill

All the yhovc

Interpretation;

15% of the respondents feel that motivation helps the employees to

show their

present performance, 25% of them feel high potential, 20% of them feel

motivation helps them to show their multi-skills, and 40% of respondents

feel that

motivation helps them to show all of the above options.

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To reduce the boredom in work, the organization should do.

OPTIONS RESPONCBS

Job Rotation 12

Job Retrenchment 02

Job Enlargement 03

All of the above 03

60%10%

15%

15%

Job Rotation

Job

Retrenchment

Job

Enlargement

All of the above

Interpretation

60% of respondents feel that, to reduce boredom in work the organization

should go for job rotation, 10% prefer job retrenchment, 15% prefer job

enlargement, and 15% of respondents prefer all of the above

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Which can motivate the employees well.

OPHONS RESPONCES

Cash 01

Recognition 05

Appreciation 06

Rewards / promotions 08

5%

25%

30%

40%

Cash

Recognition

Appreciation

Rew ards /

promotions

Interpretation

5% of the respondents feel that cash will motivate more to work well, 25% prefer

recognition, 30% prefer appreciation, and 40% of the respondents feel

rewards/promotions will motivate the employees to work well.

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If an employee's are not promoted to another post, even he/she have been

working since 2 years sincerely, he/she will

..............................................................................................................

10%

35%

10%

45%

Want to leave

the

organization

Want to stay in

the org

patiently

Ask your head

about

promotion

Ask your head

about

increments.

Interpretation:

3

OPTIONS RESPONCES

Want to leave the organization 02

Want to stay in the org patiently 07

Ask your head about promotion 02

Ask your head about increments. 09


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10% of the respondents feel to leave the organization, 35% of them want

stay to

organization patiently,! 0 % of respondents feel to ask their head about the

promotions, and 45% of them feel to ask their head about their increments

Are you satisfied with Global Hospital policies in various aspects?

OPTIONS RESPONCES

Yes 15

No 02

Not known 03

75%

10%

15%Yes

No

Not known

Interpretation:

75% of the respondents are satisfied with the policies of the Global

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Hospital, 10% of them are not satisfied with them, and 15% of them do

not known about the policies.

Heavy burden of work makes the employee's feel.

OPTIONS RESPONCES

Stress 13

Demotivated 04

Fatigue 02

Others 01

65%20%

10% 5% Stress

Demotivated

Fatigue

Others

Interpretation

65% of respondents feel stress, 20% of them feel demotivated, and 10% of

them fatigue and 5% of the respondents feel other situation when they have

heavy burden of work.

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Employees are recognized as individuals.

OPTIONS RKSPONCES

Strongly Agree 06

Agree 09

Neutral 03Disagree 02

Strongly disagree 00

30%

45%

15%10% 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

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30% of the respondents strongly agree that the employee's arc recognized as

individuals, 45% of them agree and 15% of them feel neutral and 10% of respondents

disagree with thisstatement.

The organization makes sure that employees enjoy their work

and there is a high level of job satisfaction

*OPTIONS RES PONCES

Strongly Agree 04

Agree 09

Neutral 05

Disagree 02


20%

45%

25%

10% 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

20% of the respondents feel that there is high level of job satisfaction and

work is

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very enjoyable,45% of them feel that job satisfaction is good,25% of them it

is

average,10% of them feel that there is low job satisfaction.

When the employee is under stress due to work pressures or personal problems,

there is a lot of support from the superiors and colleagues

OPTIONS RESPONCES

Strongly Agree 06

Agree 09

Neutral 03

Disagree 02


30%

45%

15%10% 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

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20% of the respondents feel their get lot of support from their superiors and

colleagues,55% of them feel good, J0% of them feel that it is average, and 15% of

them

feel that there is no support from their superiors and colleagues

"mere is a nign degree of encouragement irom tne superiors, and the feedbacK or

advice given in the direction of work is considered seriously for self-improvement

and development.

OPTIONS RESPONCES

Strongly Agree 03

Agree 08

Neutral 04

Disagree 03


15%

40%20%

15%10%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

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15% of the respondents feel that there is high degree of encouragement from

the

superiors, 40% of them feel good, 20% of them feet average and that the feedback

from

the seniors is sometimes helpful in improving themselves, and 15% of them are

not

satisfied, and 10% of them are totally disagree with this statement.

The continuous assessment of performance appraisal will improve

your work standards

OPTIONS RESPONCES

Strongly Agree 5

Agree 11

Neutral 4

Disagree 0

Strongly disagree 0

25%

55%

20%

0%

0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

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Interpretation

55% of the employees agree that the continuous assessment of the performance appraisal will

improve work standards.25% of them strongly agree and are neutral about the continuous

assessment of the performance appraisal will improve their work standards.

Good working condition can motivate the employee more.

OPTIONS RESPONCES

Strongly Agree 11

Agree 9

Neutral 0

Disagree 0

Strongly disagree 0

55%

45%

0%

0%

0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

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Interpretation

55% of employees strongly agree that good working condition can motivate the

employees more, 45% of them agree that good working condition can motivate the

employees more.

Training programs held will help to improve the technical and behavioral

skills to do job betters.

OPTIONS RESPONCES

Strongly Agree 6

Agree 11

Neutral 1

Disagree 1

Strongly disagree 1

30%

55%

5%

5%

5%Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

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30% of the employees strongly agree that training programs will help to improve

the technical and behavioral skills to do the job better.

Career opportunities are pointed out and career development

programs are organized according

RESPONCES

25%

35%

25%

10% 5%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

25% of the employees strongly agree that career opportunities are pointed out and

career development programs are organized, 35% of them agree with that

programs, 25% are them are in neutral, 10% of them disagree with this

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statement, 5% of them strongly disagree that career opportunities and

development programs

are organized.

Recreation programs an informal gathering is held as when

required.

OPTIONS RESPONCES

Strongly Agree 5

Agree 10

Neutral 3

Disagree 1

Strongly disagree 1

25%

50%

15%5% 5%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

25% of the respondents feel that the entertainment programmes and the informal

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gathering are arranged as and when required, 25% of them have an average

opinion on

this.50%feel that the recreation levels are low.

The medical and post retirement benefits are sufficiently satisfactory.

OPTIONS RESPONCES

Strongly Agree 4Agree 7

Neutral 5

Disagree 2

Strongly disagree 2

20%

35%25%

10%10%

Strongly Agree

Agree

Neutral

Disagree

Stronglydisagree

Interpretation

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20% of the respondents strongly feel that the medical and the post retirement

benefits, 35% of them feel that they are good+25% of them are in neutra 1,10% of

them disagree with

this statement.

There are major challenges in the job, which act as motivating

factors.

OPTIONS RESPONCES

Strongly Agree 7

Agree 5

Neutral 4

Disagree . 3

Strongly disagree 1

35%

25%

20%

15% 5%

Strongly Agree

Agree

Neutral

Disagree .

Strongly

disagree

Interpretation

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35% of the respondents feel that the level of challenges in the job, which act as

motivating

factors are good, 25% of them are having an average opinion on this, finally

20% of them

feel neutral about this, and 15% of them disagree with the statement.

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The organization environment is conflict free and the organization

structure

and quality of work life are very encouraging.

OPTIONS RE SPONGES

Strongly Agree 06

Agree 07

Neutral 04

Disagree 01


30%

35%

20%

5%

10%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

30% of the responded feel that there is high level of conflict free and

conducive environment provided by the organization, and a good quality of work

life is provided

which is encouraging

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You as an individual are proud to be associated with "Global

Hospital".

OPTIONS RESPONCES

Strongly Agree 13

Agree 05

Neutral 02

Disagree 00


65%

25%

10% 0%0%

Strongly Agree

Agree

Neutral

Disagree

Strongly

disagree

Interpretation

90% of the respondents are very proud to be with Global hospital, only 10% of them

feel the association with the organization is satisfactory

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CHAPTER-VI

FINDINGS

CONCLUSIONS& SUGGETIONS

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FINDINGS CONCLUSIONS& SUGGETIONS

FINDINGS:

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CONCLUSIONS:

1. Most of the employees responded that Motivation helps the employees to

show their present performance, high potential and multi-skills.

2. There is not much job rotation in the organization. The movement of

an employee is mostly restricted to same department only.

3. The rewards and promotions give to the employees for finding innovative

and better ways of doing the task is average.

4. There is a lot of stress at the time of the time of heavy burden of work. The

employees are all treated as individuals. There is an individual recognition.

5. The level of job satisfaction of employee is above average. The feedback

/advice given by the seniors is not considered seriously for self

improvement.

6. The support provided by the seniors and colleagues during the time of stress

is average.

7. The continuous assessment of performance appraisal will increase the work

standards is 100% right.

8. There are not many career opportunities pointed to the employees. The

career- development programmes are not very motivating. JO. Recreation

programmes and informal gatherings are not held very frequently.

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11.The medical benefits and post retirement benefits are not. satisfied. They

are not encouraging. Only few of the employees are happy with benefits

72. The employees are satisfied with available challenges in their job.

13. The environment within the organization that is conductive and quality of work

life is not very motivating and encouraging.

74.The employees arc very happy Lo be ;i part of (ilobal Hospital. The level of

association with Global Hospital is very high.

SUGGETIONS;

. Steps must be lakcn lo increase the level of trust and confidence among the

employees. Tram spirit, should be given more importance.

2. Senior should be more encouraging towards the employees .They should be

in a position to accept the advice given so that they can improve

themselves.

3. The organization should take measures to appreciate and reward

the employees to find innovative better way of doing the tasks.

4. There may be improvement needed in the level of freedom of expression

available. The involvement of employees in decision should also increase.

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There can be a shift towards participative management.

5. The organization must involve more in career related programmes.

Employee career graphs need to be drawn so that she/he knows what to do

and how go about in improving their career. This would encourage the

employees and thus would increase their efficiency.

6. The effective and continuous appraisal enables to reward achievement and

encourage continuous improvement. Plan to use appraisal to

discuss rewards that satisfies the needs of individuals and the organization,

rather than focusing on pay reviews alone.

7. Though the benefits provided by the organization are very encouraging

there is a need of some informal gatherings where the families can also

brought together. Thus there is need to improve recreation facilities.

8. To achieve top performance from others, it is necessary to excite their

interest in our ideas. Building trusting relationships with

individuals, understand their values, involve them in decision making,

secure their commitment and give the necessary support.

9. Feedback helps people to see themselves as others see them. Without

feedback an employee continues to perform in a way that it is more longer

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effective.

10. Stress is the situation where a person needs external and internal support.

Thus all the seniors and employees should be able to gauge the increase

interest in stress on an employee and the needed support should provided

to them. This would make all the employees feel secured and protective.

11. All work and no play is a recipe for becoming less productive at work and

less fulfilled at play. If it is continue to build on and develop the efficiency

at work, it is important to maintain a healthy balance between work and

leisure.

12. Every employee should have an individual recognition in parallel to group

recognition; else there would creep in feelings of low competitive spirit,

disinterest etc. To avoid such circumstances every individual interest

should be taken care of.

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QESTIONNAIRE

ON

MOTIVATION"

Dear respondent,

The following statements relate to efficiency of " Motivation " in Global

Hospital. Please give your opinions for the statements using four-point scale &

weighted average method. The information provided by you will be kept

confidential^1 will be used for the purpose of the study only.

General Information:

Name: Emp code: Designation: Department:

1. Your association with Global Hospital has been from

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a. Less than 1 year.

b. lielwix'n 1-2 years

c. Between 2-3 years

d. Above 5 years

2. What do you think; " motivation" helps employees to show

there

a. Present performance

b. High potential

c. Multi-skills

d. All the above

3. To reduce boredom in work, what should the

organization do?

a. Job rotation

b. Job retrenchment

c. Job enlargement

d. All the above

4. According to you, which can motivate more to work well.

a. Cash

b. Recognition

c. Appreciation

d. Rewards/promotions

e. Any other, mention...

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5. If you are not promoted to anotherpost, even you

have been working since 2

years sincerely then, what will you do?

a. Want to leave the organization

b. Want to stay in organization patiently

c. Ask your about promotion

d. Ask your head about your increments

6. Are you satisfied with Global Hospital policies in various

aspects?

a. Yes

b. No

c. Not known

7. Heavy burden of work makes you feel...

a. Stress

b. Demotivated

c. Fatigue d. any other, please mention...

STRONCI.V ACRIW NF.UTRA f OlSACKEE ACKH- I,

8. Employee are recognized as 0 GOO

individuals

9. The organization makes sure 0000

lhal employees enjoy iheir

work and there is a high level

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of job satisfaction.

10. When an employee is under 0000 stress due to work pressures

or

personal problems, there is a

lot of support from the superiors and colleagues.

11. There is a high degree of 0 0 0.0

encouragement from the

superiors, and the feedback or

advice given in the direction of

work is considered seriously

for self-improvement and

development.

12. The continuous assessment of 0 0 0

0

performance appraisal will improve your work standards.

13. Good working condition can 0000 motivate the employees

more.

14. Training programmes hclcls, 0000

will help to improve the

technical and behavioral skills

to do the job betters.

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15. Career opportunities are 0000

pointed out and career

development programmes are

organL/CL! accordingly.

16. Recreation programmes and 0000 informal gathering arc held

us

when required.

17. The medical and post 0000 retirement benefits are

sufficiently satisfactory.

18. There are major challenges in O O O

0

the job, which act as motivating factors.

19. The organization environment 0000

is conflict free and the

organization structure and

quality of work life are very

encouraging.

20. You as an individual are proud 0000

to be associated with "Global Hospital".

| TOTAL

iTfjiWKi'Yov KMtiW?,213WjtMD co-cxpEwnow,

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BIBLIOGRAPHY

0 PERSONNEL/HUMAN RESOURCE MANAGEMENT

-STEPHEN P. ROBBIN

0 ORGANISATION BEHAVIOUR

-KOONTZ

0 HUMAN RESOURCE MANAGEMENT AND INDUTRIAL RELATIONS.

-P.SUBBA RAO

0 MARKETING RESEARCH

-G.C.BERI.

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Documents

MBA HR ( EMPLOYEE MOTIVATION )