Essay: Employee motivation with special reference

“”The project work entitled a study on employee motivation with special reference to Finity Contract Ltd; is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Finity Contract Ltd.

Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization.

Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the ‘will to work’ among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies also focusing on the employee motivation among the employees of Finity Contract Ltd.

The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and data’s are presented through tables and charts.””

“”I remember an idiom which says its possible to take a horse to the water but you cannot force him to drink, so with people. We all do things if we feel like doing them or being motivated to do it.

According to Herzberg et al (1957) motivation is of two types which are intrinsic and extrinsic in nature, the argued the first as the desire from people to achieve goals by finding, seeking and carrying out work with satisfaction which leads to the expectation that their goals will be attained, the work environment could be a determining factor in this situation as the employees must like where and what they do to possess an intrinsic nature, however, the extrinsic was explained by them as the external motivators from the employers such as methods like pay, promotion, recognition and rewards, these kind of motivators can have a immediate effect on the individuals but sometimes doesn’t last as employees tend to go back to square one after a while but the intrinsic motivators which deals with feeling from within them that attaches the importance of the job, this also makes the work enjoyable and challenging for them.

(Bruce, 2003) in his book as a professional speaker asked managers and supervisors this question “Who will want to be influenced and inspired by you?” And he said if you can’t answer this question, then you have no business managing anyone. Whenever this question being asked from thousand of mangers and leaders, and you will be surprised how difficult this question can be for some managers and supervisors to answer. Often times the response is simply a stunned hush.

Giving answer to this question is so important. Managers cannot really do anything or be effective in their jobs, if their employees are not motivated to perform well. So as a manger or supervisor it is imperative to continually look for ways to engage employee and rouse their enthusiasm and commitment so they can work towards the actualisation of the organisation goals. Motivation theory of instrumentality by Taylor and Skinner, Needs hierarchy by Maslow, Two-factor by Herzberg, Expectancy by Vroom, Lawler and Porter, Goal by Latham and Locke, and Equity by Adams: are the theories that will help in my research. Findings on which of them applies or can be applied to Finity Contract Limited Employees. I will talk briefly about all this theories due to limitation to word count required for this proposal.

(Dale and Hyten, 1998) elaborated on Maslow suggestion that people are motivated by much more than just money or job satisfaction. More recent motivation theories, such as expectancy theory appear to be built on Maslow’s basic principles:

Maslow’s Hierarchy of Needs

He concluded that there are five categories of human needs that can be ranked or ordered according to how basic the need is:

• Physiological needs which were described as most basic and include the need for food, water , air, shelter, and sex.
• Security needs which include personal safety, job security, and economic maintenance. Social needs which include the need of love, affection, and a sense of belonging.
• Esteem needs refer to the need for self-esteem, respect by others, recognition for accomplishment, and prestige.
• The last but not the least is self-actualisation which refers to the need for self-fulfilment, personal growth, creativity, and the like.

The unmet needs in any of these categories will potentially motivate a person, whereas needs that are already met will not. That is, if a person perceives himself or herself as being deprived of a particular need, this perception will create a desire to perform that behaviour that will result in fulfilling that need. Likewise, if a particular need is perceived as being met, the person would not be motivated to perform behaviour related to satisfying the need. That is why I’m making the interviews, discussion and feed back to questionnaire from the workers in Finity contract Limited one of the key factors to the success of my project because knowing what they have already and what they need is the key to determine what program will be adopted by the company to motivate them. Thus Maslow’s theory suggest that what motivates team members will depend on the needs that they are attempting to satisfy and what they perceive will help them to satisfy those needs. Maslow’s perspectives on the influence of unmet needs can be found with more recent motivation theories such as expectancy theory- one of the most developed theories of employee motivation.

Furthermore (Dale and Hyten, 1998) teaches that motivation is an effective instrument in the hands of the management in inspiring the work force. The major task of every manager is to motivate his subordinate or to create the will to work between the subordinates. It should also be remembered that the worker may be immensely capable of doing some work, nothing can be achieved if he is not willing to work, and creation of a will to work is motivation in simple but true sense of term.

Skinner(1974) reiterates that motivation affects the behaviour of people on their job saying it is learnt from experience and this behaviour either strengthens or weakens the employees so it is a psychological factor and instinct which could be decided by external factors which could be bad way of management, unacceptable working conditions, insufficient rewards for the actual workload or stress on job, all these are still linked with the intrinsic and extrinsic factors which makes people behave in certain ways, therefore, the consequences of these behaviours determines the outcome of motivation which will obviously have an effect on the job performance. Motivation is an important function which every manager performs for actuating the people to work for accomplishment of objectives of the organization .Hence, the issuance of well conceived instructions and orders does not mean that they will be followed. Organisations must appropriately make use of motivation to excite his employees to follow them.. Effective motivation succeeds not only in having an order accepted but also in gaining a determination to see that it is executed efficiently and effectively.

(Miner 2005.) Need hierarchy theory has been largely discounted by subsequent research, and following Maslow’s death, it has failed to develop further, although discussions of the theory still occur, psychoanalytic theory as applied to organisations remains active but it has never achieved the research attention it appears to warrant, in contrast, McClelland’s theory has received substantial research support and remains an active contributor to the thinking of others. The performance of needs theory of McClelland. According to McClelland, there are three types of needs.

• Need for the Achievement: This need is the most powerful and persistent motivating factor. Especially in the case of persons who meet the other needs. They are always pre occupied with a wish for improvement, and lack of situation in which successful results with their efforts directly related to each other. They aim difficult achievable plans for themselves, because success with easily achievable objective rarely gives sense of achievement.
• Need for power: this is when someone wishes to control other people behaviour and change/manipulate the environment. Positive application of power produces domestic leadership style, while autocratic style is the outcome of its negative application.
• Need for connection/affiliation: It is related with social needs and creates friendship. This result in formation of informal groups or social circle.””

Analysis and interpretation of data

DESCRIPTIVE STATISTICS

Response about the support from the HR department

Interpretation

The table shows that 58% of the respondents are satisfied with the support they are getting from the HR department.

Management is interested in motivating the employees

The table shows that 54% of the respondents are strongly agreeing that the management is interested in motivating the employees.

The type of incentives motivates you more

“”RESEARCH OBJECTIVES

My purpose of doing this research is to discover what will motivate the employee’s in Organisation which can help in solving the problems faced by both the company and its employee This as many branches attached:

1. To develop an adoptable program that will improve the organization’s performance
2. To identify the effect of the present reward program provided by the organization On the employee’s performance.
3. To know if the employees are satisfied with the type of motivational program that exists in the organization.
4. To identify the important factors that can be used to motivate the employees.
5. To know which adoptable program will improve employee’s performance.
6. To know the general levels of how satisfactory is the job and employee morale that is exhibited by the members of Finity Contract limited in terms of Communication, Leadership, Team work, Training and development, and Compensation and benefits.””

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