Final Project of Ob

7/29/2019 Final Project of Ob

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NAME OF THE PROJECT: DIFFERENT MOTIVATIONAL TECHNIQUESUSED IN WORKPLACE

SUBMITTED TO: MARIAM MAM

SUBITTION DATE:25TH DAY OF SEPTEMBER


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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


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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


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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.
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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.htm


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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.


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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.


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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:


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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.
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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


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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,
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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


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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


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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


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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


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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.


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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


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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


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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.


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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

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