A

IMPACT OF MOTIVATION ON EMPLOYEE ATTITUDE

Submitted to
INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT (I2IM)
CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY (CHARUSAT)
Prepaid by
RATHOD SHIVANGI
ID No: 18BBA089
BBA PROGRAMME,
SEMESTER VI
UNDER THE GUIDANCE OF
ASSISTANT PROFESSOR
JIGNASU YAGNIK
FACULTY OF MANAGEMENT STUDIES
CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY
(CHARUSAT)

INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT (I2IM)

CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY (CHARUSAT)
AT. & PO. CHANGA – 388 421 TA: PETLAD DIST. ANAND, GUJARAT
MARCH-2021
 DECLERATION

I RATHOD SHIVANGI student of the Semester VI, BBA Programme at Indukaka

Ipcowala Institute of Management (I2IM) Hereby Declare That the Research Paper onAStudy
on IMPACT OF MOTIVATION ON EMPLOYEE ATTITUDE is The Result Of My
Own Work? I Also Acknowledge The Other Works / Publications Cited In The Report.

Place: Changa Signature

Date: 19th March, 2021 RATHOD SHIVANGI

 ACKNOWLEDGEMENT

On the outset of this report, I would like to extend my sincere thanks towards the entire
personage who have helped me in this report. Without their active guidance, help,
cooperation and encouragement I would not have headway in this report.

I am extremely thankful and pay my gratitude to my Professor Dr. Jignasu Yagnik for his
valuable guidance and support on completion in this project.

I also acknowledge with a great sense of reverence, my gratitude towards my parents and my
family members, who has supported me morally as well as economically.

At last but not least gratitude goes to all of my friends who directly or indirectly helped me to
complete this report.
INDEX
 Background of the study

Although there is a general agreement among psychologist that man experience a variety of
needs, there is considerable disagreement as to what these needs are and their relative
importance. There have been a number of attempts to present models of motivation which list
a specific number of motivation needs, with the implication that these list are all-inclusive
and represent the total picture of needs.
Unfortunately, each of these models has weaknesses and lapses, and we are still without a
general theory of motivation. All organizations are concerned with what should be done to
achieve sustainable high levels of performance through people. Consequently, the subject of
adequate motivation of workers as derived from so many attempts made by management
practitioners is to look for the best way to manage so as to accomplish an objective or
mission with the least inputs of materials and human resources available.
A lot of theoretical concept, principles and techniques of management have provided
responses to these challenges. In general management, authors have intended to view
motivation as a key component of the managerial function of leading or directing. In any
serious and competitive society workers are one of the tools for economic progress in which
their welfare must be taken into serious consideration because without a dedicated workforce,
an organization crumbles.
The term “work attitude” refers to effective orientation on the part of individuals towards
work roles, which perform in their respective work places. Work attitude could also be
referred to as the way an individual feels about his/her work and organization as an entity. It
is either the job is pleasant, good and satisfying or the job is unpleasant and brings no
satisfaction.
In a moral sense, attitudes are characteristic and usually a long lasting way of feeling and
thinking. Infact, behaviour of an individual is a reflection of his or her attitude towards a
given object.
In an organization, employees develop a favourable or positive work attitude when their
desires are fulfilled. They equally develop an unfavourable or negative work attitude
whenever their desire are not fulfilled. Such situation which includes poor job performance,
hostility, non-chalant attitude in work situation, lack of commitment, inefficiency, strike and
other unpleasant behaviors constitute reasons for developing negative attitude towards their
jobs.
If workers are discontented or dissatisfied with their job, this would cause an overall decline
in their effectiveness as workers, which will lead to low productivity and ineffectiveness of
the organization. It is therefore apparent that the issue of adequate motivation of workers has
relevance in managerial function and activities that are aimed at directing the productive
effort of the workforce towards achieving organizational goals.
How can we create situation in which employees can satisfy their individual needs while at
the same time working towards the goals of the organization? Various kinds of devices have
been adopted to answer this question and make people work hard, but they do not seem to be
very satisfactory unless forms of motivation are afforded as well.
According to Nwachukwu (1988) motivation is those energizing forces that induce or compel
and maintain behaviour. Also, Appleby (1994) defined motivation as an urge aspiration,
drivers and need which human being direct or control to explain their behaviour. Motivation
is an internal psychological process whose presence or absence is inferred from observed
performances. Motivation involves a three stage cycle consisting of need(s), a drive and goal.
Furthermore, it is impossible to understand motivation considering what people or workers
want and expect from their job. This is because people view work differently and this is
reflected in their job satisfaction or dissatisfaction. Therefore, management can achieve its
goals by motivating people to work for achievement of organization objectives.
Motivation is a complex motion that manifest itself in different ways in different people.
Whether satisfaction is high or low depends on a number of persons’ needs and wants
through work, working conditions, the extend to which an individual defend himself through
work (such as pay, supervision and benefits) or to the work itself. The importance of
motivation on employee’s attitude to work serves as an inducement to arouse researchers’
interest in the study.

Objectives of the study

It is true that numerous factors account for employees’ work attitude. It is however not
enough for intending managers to know these factors, it is also necessary to actually
understand the relationship between these factors as they influence employees’ work attitude.
The specific objective to this includes;
1.      To examine the impact of motivation on employees attitude to work;
2.      To provide an insight into the causal factors responsible for differences in employees
work behaviour and performance in organization;
3.      To determine how these factors actually influence or shape work attitudes;
4.      To determine the relationship between motivation and high productivity or
performance;
5.      To suggest measures for achieving positive attitude to work among employees in an
organization.     
 Significances of the study

The findings from this study would help to further highlight the likely problem of frustrations
and how motivation can be used to either reduce or eliminate these problems amongst staff of
the organization.
The result from this study will assist management in these other areas.
1.      highlights the concept of group dynamics and staff behaviour or attitude to work;
2.      enables the organization identifies various types of needs and expectation of people at
work;
3.      if managerial is setting meaningful returns on motivation;
4.      how can job be re-designed so as to incorporate the rewards sought by employees?
5.      explains the majority and underlying concepts of motivation
Through such understanding, the administrative scope of the chief executive officers could be
broadened and this would put them in a better position to review and over-haul their
orientation to administration in terms of better motivating staff and producing better result by
fully utilizing the human resources available.

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Scope/Limitation of the study

The study will cover an all-encompassing exposition on the impact of teamwork on
organizational productivity. The exposition surveys assessments of expert on the idea of
teamwork in working environment just as the key variables affecting group adequacy and
components militating against teamwork in working environment.

Delimitation of the study

The study is requirement with constraint emerging from lacking material on the topic just as
deficient time because of the powerlessness of the author to joined talks with this all-
inclusive paper, satisfactory account is likewise an incredible limit to this all-encompassing
exposition.