A PROJECT REPORT

On

EMPLOYEE MOTIVATION AND PRODUCTIVITY

OF AN ORGANISATION

AT

“THINKNEXT TECHNOLOGY PRIVATE LIMITED”

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

AWARD OF DEGREE OF

BACHELOR IN BUSINESS ADMINISTRATION

(SESSION 2021-24)

TO

G.S.S.D.G.S. KHALSA COLLEGE,

PATIALA

SUBMITTED TO: - SUBMITTED BY:

PROF. PARAMJIT SINGH RIYA

ROLL NO.: - 210418

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 CERTIFICATE

This is to certify that the project report entitled “ON EMPLOYEE

MOTIVATION AND PRODUCTIVITY OF AN ORGANISATION” at
“Think Next Technologies private limited” is an original work of
Riya submitted in partial fulfillment for the award of the “Bachelor
of business administration” of the “G.S.S.D.G.S. Khalsa College,
Patiala. This report has not been submitted earlier either to this
university or to any other university/institution for the fulfillment
of the requirement of a course of study.

SIGNATURE OF TRAINER SIGNATURE OF STUDENT

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3
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 DECLARATION

I Riya the undersigned hereby declare that the project report

entitled

“Employee motivation and productivity of an

organisation”

with reference to ThinkNext Technologies Pvt. Ltd, written and

submitted by me to the G.S.S.D.G.S. Khalsa College, Patiala in
partial fulfillment of requirement for the degree of Bachelor of
Business Administration under the supervise and guidance of Miss
Bharti Marmu project guide, Think Next Technologies Pvt. Ltd.

I further declare that report title “Employee motivation and

productivity of an organization” is my own original research
work and this has been submitted to University/Institute for
the award of professional degree.

Signature of student

RIYA

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 PREFACE

I feel delighted and honored to present my report on “Employee

motivation and productivity of an organization’’ at Think Next
Technologies Pvt. Ltd., Mohali. The first task for me to know about
the concept on which my project is based. Then I had to set
criteria, on the basis of which the above concept was valued. The
factors, on the basis of which the research had been done,
analyzed, evaluated and then presented. The data was collected for
each of the parameter found responsible to study the “Employee
motivation and productivity of an organization at ThinkNext
Technologies Pvt. Ltd., Mohali. In the organizations now a days
when efficiency, effectiveness and performance of the employees is
of grew importance to the organizations. As the time was limited,
so there is a possibility that some matters might not be taken into
consideration, but every effort has been done from our side to
include every necessary parameter and include every information. I
gathered information from various sources available.

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 ACKNOWLEDGEMENT

Amongst the wide panorama of people who provided me the

inspiration, guidance and encouragement, I take this opportunity
to thank those who gave me indebted assistance and constant
encouragement for completing this project.

I would like to thanks Miss Bharti Marmu, HR Executive of

ThinkNext Technologies Pvt. Ltd., Mohali for his continuous
help in completion of this project. She is motivated to me and was
available whenever his assistance was sought. She was actively
involved throughout the project and was also kind enough to tell
me the strengths and weaknesses and how I could improve myself
to face the corporate world. Without his support the completion of
this project would be impossible.

I would like to extend my thanks to all the employees/staff of

the ThinkNext Technologies Pvt. Ltd., Mohali for their support.

Thanking you All

Riya

Place: Patiala

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 TABLE OF CONTENTS

S. NO. TOPIC NAME PAGE NO.

1 COMPANY PROFILE 9-15

2 INTRODUCTION OF THE TOPIC 16-35

3 REVIEW OF LITERATURE 36-40

4 OBJECTIVE OF THE STUDY 41-42

5 RESEACH METHODOLOGY 43-54

6 DATA ANALYSIS AND INTERPRETATION 55-73

7 FINDINGS 74-76

8 SUGGESTIONS 77-78

9 CONCLUSION 79-81

10 BIBLIOGRAPHY 82-83

11 ANNEXURE 84-89

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 CHAPTER – 1

COMPANY PROFILE

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 CHAPTER - 2

INTRODUCTION OF THE TOPIC

EMPLOYEE MOTIVATION AND PRODUCTIVITY OF AN

ORGANISATION

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INTRODUCTION: -

Employee motivation is a critical factor influencing

organization productivity. This project aims to explore the relationship between
employee motivation and productivity within organization. By understanding
the key motivators and implementing strategies to enhance motivation, the
goals is to contribute to a more engaged and efficient workforce.

MEANING OF MOTIVATION: -

Motivation refers to a process of inducing and stimulating an individual to act

in certain manner. In the context of an organization, motivation implies
encouraging and urging the employees to perform to the best of their
capabilities so as to achieve the desired goals of the organization.

MEANING OF EMPLOYEE MOTIVATION: -

Employee motivation is the level of energy, commitment and creativity that a

company’s workers bring to their jobs. Whether the economy is growing or
shrinking, finding ways to motivate employees is always a management
concern. Competing theories stress either incentives or employee involvement
(empowerment).

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EMPLOYEE MOTIVATION AND PRODUCTIVITY OF AN
ORGANISATION: -

Employee motivation and productivity are pivotal elements in the success and
growth of any organization. Motivated employees are more likely to be engaged,
committed, and contribute positively to their work, ultimately leading to
increased productivity. The relationship between motivation and productivity is
reciprocal – a motivated workforce tends to be more productive and heightened
productivity often reinforces employee
motivation.

Motivation refers to the internal

and external factors that drive
individuals to initiate, sustain and direct
their efforts towards achieving specific
goals or tasks. In the organizational
context, employee motivation involves
creating an environment that inspires
individuals to perform optimally, aligning
their personal aspirations with the goals
of the organization.

In contrast, productivity measures the efficiency of the workforce in

converting inputs into valuable outputs. It goes beyond mere output quantity
to encompass the quality and effectiveness of work. A highly motivated
workforce tends to exhibit higher levels of productivity, as employees are more
likely to invest efforts, time and creativity into their tasks.

Understanding the dynamics of employee motivation and productivity is

crucial for organization seeking sustained success. It involves exploring the
factors that drive employees, recognizing individual and collective needs and

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implementing strategies to foster an environment where employees feel valued,
engaged and motivated to perform at their best.

In essence, the synergy between employee motivation and productivity is

a cornerstone of organizational excellence. Organizations that prioritize and
invest in strategies to enhance employee motivation often reap the rewards
through increased productivity, improved employees’ satisfaction and a positive
organizational culture. This project seeks to delve into this dynamic
relationship within the specific context of an organization, aiming to uncover
insights and develop strategies for fostering a motivated and productive
workforce.

DEFINITIONS: -

Here are some important definitions of motivation: -

J. E Rosenz Weig and F.K. Kast – “Motivation is an inspiration process which

impels the members of the team to accomplish the desired goals”.

S. Zedck and M. Blood – “Motivation is a pre-disposition to act in a specified

goal directed way”.

The Encyclopedia of Management observes – “Motivation refers to the degree

of readiness of an organism to pursue some designated goals and implies the
determination of the nature and locus of the forces, including the degree of
readiness”.

Joe Kelly defined motivation as - “Motivation is a process whereby needs

instigate behavior directed towards the goals that can satisfy those needs”.

According to W.G. Scot – “Motivation means a process of stimulating people

to action to accomplish the desired goals”.

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 Motivation is defined as the inducement and stimulation of people to
pursue mutual goals and objective. Managers, leaders and company executives
generally must motivate their employees to achieve organizational success.
Employees who are adequately motivated to perform will be more productive,
more engaged and feel more invested in their work. When employees feel these
things, it helps them and thereby their managers be more successful.

FEATURES OF MOTIVATION: -

Motivation is a captivating concept. It is a fascinated but complex

phenomenon. The main features of motivation are as follow: -

 Motivation is goal- oriented

 Motivation is a continuous process
 Motivation may be positive or negative
 Motivation may be monetary or non- monetary
 Motivation is a complex process
 Motivation is a dynamic

OBJECTIVES: -

Following are some important objectives of motivation: -

 To create conditions
 To stimulate employee growth
 For better utilization of human and non – human resources
 For job satisfaction
 To achieve organizational goals
 For better industrial relations

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 PROCESS OF MOTIVATION: -

1. Unsatisfied need: - Motivation process begins when there is an

unsatisfied need in human being.
2. Tension: -The presence of unsatisfied need gives him tension.
3. Drive: - This tension creates an urge of drive in the human being an he
starts looking for various alternative to satisfy the drive.
4. Search Behavior: - After searching for alternatives, the human being
starts behaving according to chosen option.
5. Satisfied need: - After behaving in a particular manner for a long time
then he evaluates that whether the need is satisfied or not.
6. Reduction of tension: - After fulfilling the need the human being gets
satisfied and his tension gets reduced.

For example, if an employee develops a need to earn more, this need will
make him restless and he will start thinking how to satisfy his need. To satisfy
his need he may think of working hard in organization and get promotion so he
will start working hard. After sometimes he will get incentives or increments or
promotion which will satisfy his need. But motivation process does not end by
satisfaction of one need. After fulfilling one need another need develops and the
same process continue till needs keep emerging in human beings.

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IMPACT OF EMPLOYEES MOTIVATION IN ORGANIZATIONAL
PERFORMANCE: -

 Motivated employees bring more profits: -

Each organization needs to make a sustainable profit margin to keep itself

afloat. This profit depends on the quantity and quality of a company’s work.

Organizations can take several initiatives to keep their employees

motivated. With motivated employees, organizations can increase the quality
and quantity of the work they produce. Therefore, the profit margins can be
increased accordingly.

An increase in the profit allows organization leaders to give better salaries,

incentives, rewards, and benefits to make employees lives easier. Thus,
employees stay loyal and engaged with the organization and keep evolving with
it.

 Motivated employees are more productive: -

Motivated employees are loyal to their organization and find value and social
status in their work. Thus, they are driven to discover their best selves for the
organization.

Whenever employees are giving their best in the workplace, the whole
workflow becomes more efficient. Thus, organizations capacity to produce high-
quality work increases. With time employees can take on more responsibilities
without compromising the quality of their work.

As a result, the organization can increase both quality and productivity

effectively with the help of their motivated workers. With this result, companies
can give their employees appropriate recognition and incentives while acquiring
fresh talents to increase overall productivity significantly.

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  Motivated employees focus on customer satisfaction: -

For any organization, customer satisfaction is a must. It helps the organization

build loyal audience and transform the business into a well-known brand.

When an organization has enough motivated employees, they give their

best to increase product quality. Also, they put their best efforts into solving
any problem concerning the product or service their organization markets.

Employees who directly interacted with the customer can influence

customer satisfaction significantly. When employees are properly motivated,
they will utilize their best efforts to make the customer satisfied with the
product or services.

When consumers are satisfied with a product and service, the

organization gets recognition and reputation increases.

With quality products and customer service, the consumer stays satisfied as
they get the best products for their money. Thus, customer satisfaction
increases significant.

 Employee motivated reduces employee turnover: -

Employee turnover costs organizations a reasonable sum of budget. Each

organization allocates substantial time and resources to train employees to
develop skills and maintain well being. So, when employee turnover occurs, all
this time and resources become unavailable for the organization. This is why
motivation is important in an organization.

Organizations that keep their employees motivated can reduce turnover

significantly. By taking the right motivation approach, organizations can bring
out the best in their employees and keep them engage with their culture, thus,
employees tend to change their jobs less frequently.

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BENEFITS OF THE EMPLOYEE MOTIVATION: -

I. Higher levels of productivity: -

The organization will accomplish more when its employees are highly
motivated to work. The motivation of employees directly affects the
productivity of the entire organization. Employees are more focused on
their work. Putting up their best efforts, and without wasting time on
non - productive activities.

II. Increased employee commitment: -

The motivation to work makes the employees more committed and loyal
to their work and organization. They are also happy to work as much as
possible for the growth of the organization. They put greater efforts into
their work. They like their work and experience a sense of contentment
and fulfillment while doing so. This causes employees to pay more
attention to their work, resulting in improvements in the volume of their
output and the quality of their work and the output quality.

III. Improved employee satisfaction: -

Work-life satisfaction of the employees brings positive growth for the
organization. Also, the employees are less likely to take leaves without a
valid reason. The motivation of employees contributes to health and safe
work practice.

IV. More innovation: -

When the employees are motivated towards work, they are more efficient
and also will enhance their work by bringing in a lot of innovation. They
are more creative since they are constantly looking for new ways to
achieve a task. They are goal-oriented and self-directed. They can

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 generate high-quality work with increased or enhanced efficiency and
productivity, which improves the organization’s success.

V. Reduced employee turnover: -

Increased motivated leads to improved performance and efficiency,
making employees more content with their current job and their
organization. This feeling of fulfillment reduces their need to look for
work elsewhere. Motivated employees acquire a stronger sense of
belonging and are less likely to quit a healthy workplace.

VI. Establishment of a positive workplace culture: -

Since motivated individuals are happy and content with their work
environment, it’s easy for them to collaborate with their colleagues and
supervisors in a coordinated way. Such employees are usually eager to
contribute, recognize the efforts of their colleagues and willing to provide
support to accomplish a challenging task together. This mutual trust and
support develop a positive work culture.

VII. Improved employee behavior: -

Motivation increases when employees believe a company appreciates
their thoughts and listens to them. This helps to alleviate any
dissatisfaction they may have with the company or their colleagues. They
become more positive and supportive, contributing to their own
professional and personal growth.

VIII. Willingness to adapt to change: -

Motivated employees are more supportive of the organization changes
that may be part of the company’s development plan. They feel confident
in their work, are more prepared to welcome change with a positive
outlook and work hard even when times are challenging.

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HOW TO MOTIVATE THE EMPLOYEES IN AN ORGANIZATION: -

Every employee has unique motivators, so it’s important to learn the

right ones for each person. When you have a clear understanding of what
motivates your team, you can then use various strategies to elicit the
best performance from your colleagues: -

 Recognize individual and group accomplishments: -

Knowing that their work genuinely influences others inspires many
employees but getting praise for their efforts is equally important. It
helps to acknowledgement both individual and team accomplishments.
While you might recognize an entire team for its efforts in attaining a
goal, identifying the individual contributions of team members can drive
each person to continue their good performance.

 Gather both positive and negative feedback: -

Giving employees a voice enables them to express their comments and
views more freely. Their inputs can provide crucial information to help
your company improve. Knowing their views are appreciated motivates
them to be a vital part of your team.

 Job redesign: -
While redesigning a job responsibilities and duties is done in order to
inspire the employees. The aim to place the right person at the right job
at the same time increasing their satisfaction levels. The process includes
increasing the variety of assignments and functions, reshuffling and
reforming in order to make the employees feel an important asset of the
organization. Below are the various approaches to job redesign: -

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  Job rotation
 Job enlargement
 Job enrichment

 Alternative work arrangement: -

Apart from job redesign as a tool to motivate employees, there are other
ways to motivating them by alternative work arrangements discuss
below: -
 Flexible work timings
 Job sharing
 Telecommuting

 Give a clear path for advancement: -

Another strategy to motivate employees is to provide a clear career
development path. Make appointments with each team member to learn
about their personal goals and understand how they want to develop
with the company. They, identify strategies to assist them in succeeding
in their present function and building the necessary expertise to advance
their careers.

 Mentoring: -
Mentoring is a formal or informal relationship between the two
employees, a senior mentor and a junior mentee. Generally, the mentor
is outside the mentee’s chain of supervision. There are various mentoring
programs that are undertaken which help in motivating the mentee,
boosting his morale, enhancing the career development and increasing
organizational productivity.
In words of B.H. Owens mentoring, “Is a supportive and nurturing
relationship between an expert and a notice”.

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 A mentor is a teacher, guide, friend and a great support system to
the mentee. Mentoring helps in skill enhancement; it enables
experienced and highly competent staff to pass their expertise to the
young professionals who need to acquire skills.
Mentoring helps in mentees career development; it paves a path for
them to manage and grow their careers. They also become resilient and
self-reliant in times of change. Mentoring helps develop leadership
competencies in the mentee.
This is more effectively gained through on job practical examples
than in theories. Mentoring influences staff retention as there are
ongoing interactions, coaching, learning etc.

 Quality of work life (QWL): -

It is determined by the environment at the workplace. It measures the
larger personal satisfaction that the employees are deriving from working
in an organization.
There are few factors that impact the quality of work –life of the
employees in a major way.
Some of them are stated below: -
 Pay
 Benefits
 Job security
 Job enrichment
 Job flexibility
 Other measures

 Set a good example: -

It’s crucial for mangers to lead by example to develop a strong and
motivated team. Employees are more likely to remain motivated if they
feel confident that their supervisor is driven and motivated at work too.

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 Employee counseling: -
Sometimes employees might face some difficult time and their morale
may go down. They might feel demotivated because of several reasons
like unrealistic targets, excessive workload, tight deadlines, lack of team
spirit, interpersonal relationships, personal or family problems etc. in
such cases, HR managers, line managers, supervisors take the
responsibility of counseling the distressed employee.
In the counseling session, the managers sit with the counselee,
listens to his problems, addresses the issues, provides feedback and
helps the counselee to see a different viewpoint. He further suggests and
recommends solutions, reach conclusions, decides the right course of
action. Once the corrective action is taken, he follows up on the
development.
The HR manager stays informed, discusses the issue with the
relevant supervisor, schedules a joint counseling session, continuously
asks for feedback and monitors development.

 Participative management: -
Participative management means involving workers in the decision-
making process, it involves employees or employee representatives at all
levels of decision making. The aim is to involve those who are influenced
by the decision in making decisions. The various methods of
participation are: -
 Participation at the board level
 Participation through collective bargaining
 Financial participation
 Participation through share ownership
 Empowered teams
 Participation through job enlargement
 Participation through joint councils and committees.

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TYPES OF EMPLOYEE MOTIVATION IN AN ORGANIZATION: -

Motivated employees are inspired to adhere to certain behaviors and engage in

actions that result in positive rewards and satisfy human needs. They find
satisfaction in going above and beyond because they like what they do and are
invested in doing it well.

There are two types of employee motivation intrinsic and extrinsic.

Intrinsic refers to the internal factors that help in motivating an
employee.

Meanwhile, extrinsic refers to the motivation the workforce gets

from external sources. Below, we closely look into different types of
employee motivation.

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A. Intrinsic motivation: -

Intrinsic motivation is for employees who get self-motivated to complete a

task, achieve their target, and perform better. They don’t need external
factors to push them towards their goals.
So, someone who enjoys accomplishing their goals willingly gets inspired
by intrinsic motivation techniques to perform their best.
Here are some subtypes of intrinsic motivation: -

 Competence motivation: -
Also known as learning motivation, this type of intrinsic motivation refers
to the actions taken by an employee to feel competent at work. Individual
who relates to this type of motivation focus on education and training to
gain new knowledge or motivate themselves.
For instance, learning new software to increase efficiency is a type of
competence motivation. Being self-motivated and working on your
competency can open doors to umpteen career opportunities. many
companies are looking for highly skilled and competent employees who
are self-motivated and seeking learning opportunities.

 Creative motivation: -
Creative motivation is a self-enhancement technique that helps the
workforce realize their passion and use it to fuel productivity in the
workplace.

For instance, your urge to learn guitar or write a poem can be considered
creative motivation. Business leaders formulate different strategies to tap
into the creative side of an employee’s personality, increase efficiency and
accomplish organizational goals and objective.
Here’s how leaders motivate employees to use the creative side of their
personalities.

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 i. Inspire: -
Inspire employees by making them understand their purpose and
importance in the organization and in addition to that provide
higher meaning to their work and answer their curiosities.
ii. Influence: -
Influence their everyday work by giving them an opportunity t o
make choices that make a larger impact. Maybe you can include
them in decision making or make them aware that their opinion
matters. It will make them feel significant in an organization.
iii. Respect and nurture: -
Respect and nurture their competency by assigning them complex
tasks. You can also increase their competency by installing that
they can complete a difficult task.

 Attitude motivation: -
Attitude motivation encourages you to change your perspective or view o
things differently.
Therefore, attitude-motivated employees are good at
communicating. They are well –versed and equipped with skills and
abilities to improve social engagement.

How does intrinsic motivation help employers?

Here are the top ways in which intrinsic motivation helps employers or
companies.

 Foster a pleasant and positive work environment: -

Intrinsic motivation helps companies develop a working environment that
identifies and accommodates the needs and requirements of the
workforce. It also helps business leaders to understand the different
facets of an employee’s personality.

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  Increasing the company’s efficiency: -
Intrinsic motivation helps increase the company’s efficiency and
productivity mainly because the employees are understood and
appreciated in the organization.

B. Extrinsic motivation: -

Extrinsic motivation is the process that uses either the promise of a

reward or the fear of punishment to inspire employees. Either way, it
motivates individuals to push their boundaries and put their best foot
forward.
Below are the three most common and widely used techniques: -

 Affiliation motivation: -
Affiliation motivation inspires employees to thrive while interacting
within a term or group of members.
Simply put, employees who love associating and communicating
with their co-workers get inspired to perform better through affiliated
motivation.
Sometimes, employers create groups in the workplace to motivate
their workforce. Creating a group helps in keeping their employees
inspired. It also helps them to succeed as a team instead of as
individuals.

 Achievement motivation: -

Achievement motivation is referred to as the satisfaction an individual gets

by accomplishing their goals. Employers use this type of extrinsic
motivation to encourage their workforce to put their best foot forward by
setting targets and deadlines.

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 A workforce motivated by achieving goals gets energized and changed to
complete these targets and have a sense of accomplishment.

 Incentive motivation: -
Incentive motivation includes an incentive or reward that encourages an
individual to perform efficiently in the workplace.
Employees who are incentive motivated work best when they are
compensated for the efforts they put into.
How does extrinsic motivation help employers?
Here are top reasons how extrinsic motivation helps companies: -

 Provide employee training and development: -

Extrinsic motivation techniques provide employees with chances to
upskill or reskill.
 Promote teamwork: -
Extrinsic motivation helps in maintaining a positive relationship between
teams.

 Improves job satisfaction: -

Employees automatically feel satisfied with their job performance if they
feel rewarded for their efforts.

SCOPE OF THE STUDY: -

Employee motivation is a critical factor in an organization’s productivity.

Motivated employees are more productive and help an organization
achieve higher levels of output. Employee motivation is the level of
energy, commitment and creativity that employees bring to their jobs and
describes how invested they are in the work they do, how engaged they
are with the organization’s goals, and how empowered they feel in their
daily work to achieve those goals and reach their full potential. Here are

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 some ways employee motivation can impact an organization’s
productivity: -
 Higher productivity: Motivated employees are more productive, which
leads to higher levels of output.
 Improved quality of work: Motivated employees consistently produce
quality work.
 Lower absenteeism and turnover: Motivated employees are more
committed to their jobs and the organization, which leads to lower
absenteeism and turnover rates.
 Increased job satisfaction: Motivated employees find value and social
status in their work, which leads to increased job satisfaction.

To increased employee’s motivation and productivity, organization

can establish clear goals, foster a company-wide culture of productivity
and attract high-level motivated employee candidates. Additionally,
leaders can boost productivity in their organizations with strategies that
help employees stay engaged in their jobs, committed to the vision and
motivated to do great work.

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 CHAPTER – 3

REVIEW OF LITERATURE

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INTRODUCTION: -

The concept of motivation and productivity is not new, over the years it has
generated a lot of sales and global attention from researchers, consultants and
author focusing on the impact of motivation on organizational productivity.
Both these two concepts are vital in appreciating the value of human resources
as an important factor of production( Latin et al 2014, Hussein & samba 2017;
Mulema 2019).

Motivation and productivity are concepts which have been subjects of

immense interest among researchers and practitioners. Both concepts have
been defined in a variety of ways by several scholars. If we have to review the
definitions, the paper will be unnecessarily long and boring. Therefore, we have
adopted the approach of describing what we mean by these two terms and
proceeding to discuss the issues with the understanding that the descriptions
will serve the purpose of definitions.

By motivation here we mean the way and manner in which an individual

or group of individuals are inspired to behave in a desired manner with a view
to receiving some positive rewards or to satisfy certain human needs. To be
motivated is to do something which is different; to be inspired to go beyond the
call of duty. That is to do more than you have to do not because you are told to
but because you want to. The concept of productivity is one of the most
fashionable and frequently used in the domain of management today. It is
described as the optimal utilization of resources in the production of goods and
rendering of services that meets predetermined objectives.

It is adequately documented in the literature that several thinkers from

Adam Smith to Abraham Maslow and others have studies human behavior

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from different perspective – economic, psychological, behavioral, etc. to
understand what motivate people to do the things they do. In the process, they
developed several theories of motivation. This section presents a brief review of
some of he theories and empirical evidences on the relationship between
motivation and productivity. Broadly speaking the theories of motivation can be
classified into content theories and process theories. The former deals with
what motivate and are concerned with identifying people’s needs and their
relatives’ strengths and the goals they pursue in order to satisfy these needs.
The main content theories include Maslow’s hierarchy needs; Herzberg’s two
factors theory and McClelland’s achievement motivation theory. Process
theories on the other hand, place emphasis on the actual process of
motivation. These theories are concerned with the relationships among the
dynamics variables which make up motivation and with how behavior is
initiated, directed and sustained. Examples are expectancy- based models,
equity theory goals and attribution theory (Uzonna,2013).

The most popular theory of motivation in the classical literature is

perhaps that of a United States psychologist, Abraham Maslow’s Hierarchy of
Needs Theory. Maslow (1943) discussed five levels of employee needs:
physiological, safety and security, social, esteem or ego and self-actualization.
According to this theory, people have many needs which motivate them to
work, that those needs are arranged in a hierarchical manner in such a way
that lower-level needs (physiological and safety) had to be satisfied before the
next higher level social need would motivate employees to work hard and
increase productivity.

The second theory of motivation is the two-factor theory or motivators

and hygiene theory developed by Frederick Herzberg (Herzberg,1966).
Motivation or intrinsic factors such as drive for achievements and
advancement, being treated in a caring and considerate manner and receiving
positive recognition are inherent in the job itself and which the individual
enjoys as a result of successfully completing the task, produce job satisfaction

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and motivate employees to work harder. Hygiene or extrinsic factors, such as
salary benefits and job security are external to the task and often determined
at the organizational levels can leads to dissatisfaction and lack of motivation if
not present in positive degrees. Uzonna (2013) argues that one important
elements of Herzberg’s theory are that knowing employee needs can help us
motivates today’s young, ambitious and knowledge and technology-based
workers. Given the fact that these workers already command high paying jobs,
we can infer that money or cash rewards alone does not provide enough of an
incentive as a motivator for performance. This implies that to motivate workers,
organizations need to look beyond monetary rewards.

Victor Vroom developed the expectancy theory based on the belief that
employee efforts will lead to performance and performance will leads to
rewards. Rewards may be either positive or negative. The more positive the
reward the more likely the employee will be highly motivated. Conversely, the
more negative the reward the less likely the employees will be motivated to
work harder (Vroom, 1964, as cited in Malik, et al, 2011:39). This theory was
further developed by Porter and Lawler (1968).

Another theory is the equity theory of motivation developed in the early

1960’s by J. Stacey Adams, a psychologist. The theory purpose that a person’s
motivation is based on what he or she considers being fair when compared to
others (Redmond & Housell, 2015). It recognizes that motivation can be
affected through an individual’s perception of fair treatment in social
exchanges. When compared to other people, individuals want to be
compensated fairly for their contributions to the organization. A person’s
beliefs regarding what is fair and what is not can affects his motivation,
attitudes and behaviors which will in turn affects subsequent performance.
When applied to the workplace, equity theory focuses on an employee’s work-
compensation relationship or “exchange relationship” as well as that
employee’s attempt to minimize any sense of unfairness that might result.

39
According to the theory, underpayment inequity induces anger and distress
while overpayment includes guilt. (Redmond & housel, 2015).

Lastly, B.F. Skinner’s reinforcement theory states that those employee

behaviors that leads to positive outcomes will be repeated and behaviors that
lead to negative outcomes will not be repeated (Skinner, 1953, as cited in
Malik, et. Al., 2011:39). A reinforce can therefore be seen as a reward or
incentive to behave in a certain way. Reinforce may be tangible like food or
money and they can be intangible like approval or praise. The implication is
that organizations should reinforce employee behaviors that leads to positive
outcomes and discourage those behaviors that lead to negative outcomes. This
can be achieved through staff training and development, among other
strategies.

Conclusion: -

In this paper, literature review was carried out on the impact of motivation on
productivity. Key motivation theories were analyzed and reviewed from existing
literature and linked it through organization productivity. The intention for
choosing a few key theories is mainly the need to keep the document within a
manageable size without losing sight of objectives. This study suggested ways
of motivating employees based on analysis of a set of theories and empirical
evidence. These motivation methods have long been acknowledged as an
important personnel work with the potential to improve employee’s motivation.

40
 CHAPTER – 4

OBJECTIVE OF THE STUDY

41
The aim / objective of the study is to find if there is a connection between the
motivation and employees’ performance in particular reference to the
employees working in the organization.

Following are the objectives: -

1. To determine the factors that increase employee motivation.

2. To study the impact of monetary and non- monetary system of reward

on the employee’s motivation and performance.

3. To assess the impact of various factors within a work environment those

motivate the employees to perform.

4. To examine the relationships between the employee’s motivation,

performance, satisfaction and organizational effectiveness.

5. To study the role of the organization / management in the employee’s

motivation.

42
 CHAPTER – 5

RESEARCH METHODOLOGY

43
Researching the motivation and productivity of an organization typically
involves a combination of qualitative and quantitative methodologies. Here’s an
outline of a research methodology: -

1. Literature Review: -
Being by reviewing existing literature on motivation theories,
productivity models, and organizational behavior. A literature review on
motivation and productivity in organization research typically involves
examining various theories, empirical studies and frameworks that
explore the relationship between employee motivation and organizational
productivity. Define the scope of the literature review, focusing on the
intersection of motivation and productivity within organizational
settings. Highlight the importance of understanding this relationship for
organizational success. Provide an overview of the structure of the
review.

2. Define Objectives: -
In research methodology aimed at studying motivation and productivity
within an organization, defining clear objectives is crucial for guiding the
research process effectively.
Being by clearly defining the problem statement or the
overreaching question that the research aims to address. For example,
“To investigate the relationship between employee motivation and
productivity within company.”
Primary objective is the main goal of the research. For instance, “to
understand the factors influencing employee motivation and their
impact on productivity.”
Secondary objective are the specific aspects or sub-goals that
contribute to achieving the primary objective. Example may include: “To
assess different motivational theories and their applicability within the
organizational context.” “To analyze the current level of employee

44
 motivation through surveys or interviews.” “To explore the correlation
between motivation levels and productivity metrics such as sales figures
or projects completion rates.” “To identify potential barriers to motivate
and productivity and propose strategies for improvement.”
Based on the objectives, choose appropriate research methods and
techniques. This may involve a combination of qualitative and
quantitative approaches such as surveys, interviews, observation, case
studies and data analysis.

3. Research Design: -
Research design in the context of studying motivation and productivity
in an organization involves planning and outlining the methodology,
procedures, and techniques to investigate the relationship between
motivation factors and productivity outcomes. Research design is an
important aspect of any study, and it is a crucial to have a well-designed
research plan to ensure that the study is valid and reliable.

Here are some possible research designs for a study on employee

motivation and productivity in an organization: -

45
 Quantitative methods: -A quantitative method/survey involves
collecting data from a large sample of employees using a
standardized questionnaire. The questionnaire can include
questions about employee motivation, job satisfaction,
productivity and other relevant factors. The data can be analyzed
using statistical method to identify patterns and relationships
between variables. Use surveys or questionnaire to gather
quantitative data on employee motivation levels, productivity
metrics and any relevant organizational factors.

 Qualitative methods: - Qualitative methods involves conducting

in depth interviews with a small sample of employees to gain a
deeper understanding of their experiences and perspectives. The
interviews can be structured or unstructured and can cover topics
such as employee motivation, job satisfaction and productivity.
The data can be analyzes using thematic analysis to identify
common themes and patterns. Conduct interviews or focus groups
with employees, managers and other stakeholders to gain deeper
insights into their experiences, perceptions and challenges related
to motivation and productivity.

 Experimental design: - An experimental design involves

manipulating one or more variables to test their effects on
employee motivation and productivity. For example, an
organization could implement a new incentive program and
compare the productivity of employees before and after the
program. The data can be analyzed using statistical methods to
determine the effectiveness of the intervention.

46
  Case study: - A case study involves conducting an in-depth
analysis of a single organization to understand the relationship
between employee motivation and productivity. The study can
involves collecting data from multiple sources, such as interviews
with employees and managers, observation of work processes and
analysis of company documents. The data can be analyzed using
qualitative methods to identify key themes and patterns.

It is important to choose a research design that is

appropriate for the research question and the resources available
A well-designed study can provide valuable insights into the
relationship between employee motivation and productivity in an
organization.

4. Sampling: -
Sampling in research methodology for studying employee motivation and
productivity in n organization involves selecting a subset of individuals
(employees) from the larger population of interest. Here’s detailed
overview of how sampling could be approached in such a study: -

 Define the Population: - Identify the entire population of

employees within the organization. This could include all levels of
employees across different departments, shifts or locations.
 Determine the Sample Frame: - Create a list or database from
which you will draw your sample. Ensure that this sample frame
is comprehensive and accurately represents the population of
interest. It should include all eligible employees.
 Choose the Sampling Technique: - Select an appropriate
sampling technique based on the research objectives, resources
and constraints. Common techniques include: -

47
  Simple random sampling: -Each employee has an equal
chance of being selected.
 Stratified sampling: - divide the population into
homogeneous groups (strata) based on relevant
characteristics (e.g. department, job level) and then
randomly sample from each stratum.
 Cluster sampling: - Divide the population into cluster
(e.g. departments, branches) and randomly select clusters
to survey. Then, survey all members within the selected
clusters.
 Systematic sampling: - Select every employee from the
population list after randomizing the start point.
 Inclusive sampling: - this technique involves selecting all
relevant data, rather than a subset of the data.
 Determine Sampling Size: - Calculate the required sample size
based on factors such as desired level of confidence, margin of
error and variability within the population. Consider using
statistical formulas or software to determine an appropriate
sample size.
 Select Participants: - Use the chosen sampling techniques to
select the participants for your study. Ensure that the selection
process is unbiased and random to maintain the
representativeness of the sample.
 Ensure Informed Consent: - before collecting any data, ensure
that participants are informed about the study’s purpose,
procedures and potential risks. Obtain their consent to
participate voluntarily.
 Collect Data: - once the sample is selected and informed
consent is obtained, collect data on employee motivation and

48
 productivity using appropriate methods such as surveys,
interviews, observations or objective performance metrics.
 Analyze Data: - Analyze the collected data using statistical
techniques to draw conclusions about the relationship between
employee motivation and productivity within the organization.
 Generalize Findings: - Interpret the results and consider their
implications for the broader population of employee within the
organization. Be cautions not to overgeneralize findings beyond
the scope of the study.
 Address Limitations: - Acknowledge any limitations of the
sampling method and study design, such as sampling bias or
sampling size constraints and discuss how these limitations
may affects the validity and generalize ability of the findings.

By following these steps, effectively sample employees to

study motivation and productivity within an organization,
providing valuable insights for organizational management and
decision-making.

5. Data Collection: -
Collect relevant data from employees within the organization. This could
involve administering surveys, conducting interviews or analyzing
existing data such as performance metrics or employee records. Ensure
that data collection methods are reliable and valid. There are various
methods for collecting data on employee motivation and productivity in
an organization. Here are some possible methods: -

49
 Surveys: -Surveys are a common method for collecting data on
employee motivation and productivity. Surveys can be
administered online or in-person and can include questions about
employee, motivation, job satisfaction, productivity, and other
relevant factors. The data can be analyzed using statistical
methods to identify patterns and relationships between variables.

 Interviews: -Interviews can be used to collect in depth data on

employee motivation and productivity. Interviews can be
conducted in-person or over the phone and can cover topics such
as employee motivation, job satisfaction, and productivity. The
data can be analyzed using thematic analysis to identify common
themes and patterns.

 Observation: -Observation involves observing employees in their

work environment to gain insights into their behavior and

50
 productivity. Observations can be conducted in-person or through
video recordings. The data can be analyzed using qualitative
methods to identify key themes and patterns.

 Document Analysis: -Document analysis involves analyzing

company documents such as performance reviews, job
descriptions and company policies to gain insights into employee
motivation and productivity. The data can be analyzed using
qualitative methods to identify key themes and patterns.

 Experimental Design: -An experimental design involves

manipulating one or more variables to test their effects on
employee motivation and productivity. For example, an
organizational could implement a new incentive program and
compare the productivity of employees before and after the
program. The data can be analyzed using statistical methods to
determine the effectiveness of the intervention.

It is important to choose a data collection method that is

appropriate for the research question and the resources available.
A well-designed data collection plan can provide valuable insights
into the relationship between employee motivation and
productivity in an organization.

6. Data Analysis: -

Analyze the collected data using appropriate statistical or qualitative

analysis techniques. This could involve indentifying patterns,
correlations or themes in the data. Use statistical software or
qualitative analysis tools to aid in the analysis process. In

51
quantitative analysis use statistical methods to analyze survey data such
as regression analysis to identify correlation between variables. In
qualitative analysis employee thematic analysis or content analysis to
interpret interview transcripts and identify key themes.

There are various tools used for the analysis of employee motivation
and productivity in an organization. These includes: -

 Questionnaires: -Questionnaire are a common tool used to gather

data on employee motivation and productivity. They can be used
to collect information on employee attitudes, perceptions and
behaviors.
 HR Analytics: - HR analytics is a tool used to measure employee
motivation and productivity. It involves collecting and analyzing
data on employee performance, engagement and satisfaction to
identify trends and patterns.
 Motivation Benefits: - Motivational benefits such as promotions,
compensation, pay raises and recognition are organizational tools
that can be motivate employee and enhance their productivity.
 Work Simplification: - Work simplification is a tool that can be
used to improve employee motivation and productivity. It involves
breaking down complex tasks into smaller, more manageable
tasks that can be completed more easily.
 Specialization: - Specialization is a tool that can be used to
increases employee motivation and productivity. It involves
enabling employees to specialize in a more specific task, which can
increase their sense of accomplishment and job satisfaction.

The choice of tool depends on various factors, such as the

research question, the population being studied and the available
resources, questionnaire and HR analytics are commonly used in

52
 research studies, while motivational benefits, work simplification
and specialization are organizational tools that can be used to
improve employee motivation and productivity.

7. Interpretation and Conclusion: -

Interpret the finding of the data analysis and draw conclusion based on
the research objectives. Prepare a comprehensive research report that
includes an introduction, methodology, results, Discussion and
recommendations. Clearly communicate the findings and their
implications for employee motivation and productivity in the
organization. Explore the relationship between various factors affecting
employee motivation and productivity, such as leadership style,
organizational culture, rewards and recognition systems, work-life
balance etc.

Overall, the interpretation and conclusion phase of the research

methodology provide a comprehensive understanding of the relationship
between employee motivation and productivity in the organization,
offering valuable insights for managerial decision-making and
organizational development.

8. Recommendations: -
It is based on findings, provide recommendations for improving
motivation and productivity within the organization. These could include
change to leadership practices, employee incentives or organizational
policies.

9. Report Writing: -
Prepare a comprehensive research report documenting the methodology,
findings, analysis and recommendations.

53
10. Presentation: -

Present findings to relevant stakeholders within the organization, such

as senior management or HR personnel, and engage in discussions
about potential next steps based on your research. Presentation provides
a comprehensive overview of the research methodology employed to
investigate the relationship between employee motivation and
productivity within an organization. It offers insights into the theoretical
framework, research design, data collection methods, analysis
techniques, ethical considerations, challenges and expected outcomes of
the study.

Throughout the research process, it’s important to maintain ethical

standards, ensuring participant confidentially and informed consent.
Additionally, consider the limitations of research methodology and
potential biases in data collection and analysis.

54
 CHAPTER – 6

DATA ANALYSIS AND INTERRETATION

55
1. Table shows is the company follow rules of incentives /
compensation according to the market strategies: -

Gender Frequency Percentage

Yes 62 82.66
No 0 0
Maybe 13 17.33

frequency

Yes
No
Maybe

56
 2. Table shows age of respondents: -

S.NO. OPTIONS NO. OF RESPONDENTS PERCENTAGE

1 Below 25 34 45.33
2 25 to 35 27 36
3 35 to 40 12 16
4 40 and above 2 2.66
5 Total 75 100

50

45

40

35

30

25 No. of respondents
20 percentage

15

10

0
below 25 25 to 35 35 to 40 40 above

57
 3. Table shows that incentives and other benefits influence the
employee performance: -

Options No. of respondents Percentage

Influence 71 94.66
Does not influence 0 0
No opinion 4 5.33
Total 75 100

Chart Title
100
90
80
70
60
50
40
30
20
10
0
Influence Does not influence No opinion

No. of respondents percentage

58
 4. Table shows is the management involves the employees in decision
making which is connected to the department: -

Options Frequency Percentage

Yes 64 85.33

No 4 5.33

Occasionally 7 9.33

Total 75 100

90

80

70

60

50
Frequency
40
Series2
30

20

10

0
Yes No Occasionally

59
 5. Table shows the career development opportunities helpful for
employees to get motivated: -

Employee response Frequently Percentage

Yes 59 78.66

No 0 0

Maybe 11 14.66

Sometimes 5 6.66

Never 0 0

Total 75 100

90

80

70

60

50
Frequency
40
percentage
30

20

10

0
Yes No Maybe Sometimes Never

60
 6. Table shows financial or non – financial related reward system is
effective in an organization: -

Employee response Frequency Percentage

Strongly agree 13 17.33

Agree 52 69.33

Neutral 8 10.66

Disagree 2 2.66

Strongly disagree 0 0

Total 75 100

80

70

60

50

40
Frequency
30 Percentage

20

10

0
Strongly agree Agree Neutral Disagree Strongly
disagree

61
7. Table shows employees opinion regarding effective promotional
opportunities in the organization: -

Employee response Frequency Percentage

Strongly agree 11 14.66

Agree 51 68

Neutral 13 17.33

Disagree 0 0

Strongly disagree 0 0

Total 75 100

Frequency

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

62
8. Table shows working conditions and safety condition are well
equipped of respondent: -

Employee response Frequency Percentage

Strongly agree 12 16

Agree 43 57.33

Neutral 17 22.66

Disagree 3 4

Strongly disagree 0 0

Total 75 100

Frequency

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

63
9. Table shows which type of factors motivates the employees most in
the organization: -

Employee response Frequency Percentage

Salary increment 25 33.33

Promotion 19 25.33

Incentives 24 32

Paid leaves 3 4

Paid vacations 0 0

Recognition 2 2.66

Motivational talk 2 2.66

Total 75 100

Frequency

Salary increment
Promotion
Incentives
Paid leaves
Paid vacations
Recognition
Motivational talk

64
10. Table shows opinions of the employees with regard of job security: -

Employee response No. of respondents Percentage

Strongly agree 33 44

Agree 27 36

Neutral 15 20

Disagree 0 0

Strongly disagree 0 0

Total 75 100

90

80

70

60

50

40 Percentage
Frequency
30

20

10

0
Strongly agree Agree Neutral Disagree Strongly
disagree

65
 11. Table shows the level of satisfaction with the present
incentives scheme in the organization: -

Employee response No. of respondents Percentage

Fully satisfied 29 38.66

Satisfied 38 50.66

Neutral 7 9.33

Not satisfied 1 1.33

Fully dissatisfied 0 0

Total 75 100

60

50

40

30
Frequency
Percentage
20

10

0
Strongly agree Agree Neutral Disagree Strongly
disagree

66
 12. Management is interested in motivating the employees: -

Employee response No. of respondents Percentage

Strongly agree 36 48

Agree 35 46.66

Neutral 4 5.33

Disagree 0 0

Strongly disagree 0 0

Total 75 100

60

50

40

30
No. of respondent
Percentage
20

10

0
Strongly Agree Neutral Disagree Strongly
agree disagree

67
 13. Table shows the how important is the organizational culture to
the employees at their work: -

Employee response No. of respondents Percentage

Extremely important 19 25.33

Very important 47 62.66

Somewhat important 9 12

Not very important 0 0

Not important at all 0 0

Total 75 100

70

60

50

40

30

20

10

0
Extremely important Very important Somewhat important Not very important Not important at all

No. of respondents Percentage

68
 14. Table shows that how would the organization adaptability to
change: -

Employee response No. of respondents Percentage

Very adaptable 44 60

Adaptable 26 34.66

Neutral 5 6.66

Inadaptable 0 0

Very inadaptable 0 0

Total 75 100

Chart Title
70

60

50

40

30

20

10

0
Very adaptable Adaptable Neutral Inadaptable Very inadaptable

No. of respondents Percentage

69
15. Table shows that how well does the organization communicate
its goals and objectives to employees: -

Employee response No. of respondents Percentage

Very well 43 57.33

Well 25 33.33

Moderately well 7 9.33

Poorly 0 0

Very poorly 0 0

Total 75 100

No. of respondent

Very well Well Moderately well Poorly Very poorly

70
 16. Tables shows the organization provides adequate resources
and support for employees to perform their jobs effectively: -

Employee response No. of respondents Percentage

Yes, definitely 39 52

Yes, to some extent 23 30.66

Neutral 11 14.66

No, insufficiently 2 2.66

No, not at all 0 0

Never 0 0

Total 75 100

60

50

40

30

20

10

0
Yes, definitely Yes, to some Neutral No, insufficiently No, not at all Never
extent

No. of respondents Percentage

71
 17. Table shows the employees adequately recognized and
appreciated for their contribution at work: -

Employee response No. of respondents Percentage

Yes, always 14 18.66

Yes, most of the time 39 52

Sometimes 22 29.33

Rarely 0 0

Never 0 0

Total 75 100

Yes, always Yes, most of time Sometimes Rarely Never

72
18. Table shows that the level of employee’s satisfaction with
the present incentives scheme about the organization: -

Employee response No. of respondents Percentage

Fully satisfied 21 28

Satisfied 37 49.33

Neutral 17 22.66

Dissatisfied 0 0

Fully dissatisfied 0 0

Total 75 100

No. of respondents

Fully satisfied Satisfied Neutral Dissatisfied Fully dissatisfied

73
CHAPTER – 7

FINDINGS

74
 The study found that 84% of employee motivation with regard to
increments given to employees.

 About 86% of the employees agree that financial incentives motivate

them than non-financial incentives.

 82% employees are agreeing on the rules of incentives given by the

company is appropriate or according to the market.

 83% employees are satisfied with regards to the lunch breaks, rest
breaks and leaves provided by the organization.

 Majority 73% of the employees agree good working conditions are

provided in the organization.

 Majority 80% of the respondents are satisfied with the opinion of the job
securities provided.

 Most of the respondents 95% of them agree that the incentives and other
benefits influence the employee performance.

 Majority 80% of the respondents are satisfied with the responsibility and
role of their work.

 Majority 85% of the respondent’s visibility with top management are

considered important.

75
 Most of the respondents 86% feel superior recognize work in the
organization.

 83% of the respondents feels the job gives a good status in the
organization.

 84% of the respondents are satisfied with regard to responsibility and

role they perform and it’s helpful in their career development.

 89% of the respondents are satisfied with the support from the HR
department.

 Majority of the respondents 88% shows fair amount of the team spirit in
the organization.

 Most of the respondents 85% shows the best performance in their job.

 Majority 84% of the respondents’ opportunities for advancement in the

organization.

 Most of the employees 52% are agree on that the organization provides
the adequately resources and support in the organization.

76
CHAPTER – 8

SUGGESTIONS

77
Here are some suggestions for improving employee motivation and productivity
in an organization: -

1. Provide intrinsic motivation: - Intrinsic motivation is the drive that

comes from within an individual. It is the motivation that comes from
personal satisfaction, recognition and opportunities for growth and
development. Providing intrinsic motivation can help employees feel more
engaged and motivated in their work.

2. Establish trust and consistency: - Establishing an atmosphere of the

trust and consistency that’s sustained from the top-down can help keep
employees motivated. Be mindful of the promises made to employees and
follow through on them.

3. Provide training and development opportunities: - Providing training

and development opportunities can help them develop new skills and
advance their careers within the organization.

4. Foster a pleasant work environment: - The physical environment

makes a difference in employee motivation too. Creating a pleasant work
environment can help employees feel more comfortable and motivated in
their work.
5. Set smart goals: - Planning and setting goals is a great way to motivate
employees. However, it is important to ensure that the goals are specific,
measurable, achievable, relevant and time – bound (smart).

6. Offer motivational benefits: - Motivational benefits such as promotions,

compensation, pay raises and recognition are organizational tools that
can be used to motivate employees and enhance their productivity.

78
CHAPTER – 9

CONCLUSION

79
Employee motivation is a crucial for the success of an organization.
Here is a conclusion regarding employee motivation and productivity in
an organization: -

 Motivation employees are more likely to perform at a higher level

and be more productive.

 Motivation plays a key role in implementing successful motivational

programs and creating a positive work environment.

 The impact of employee motivation on organizational performance is

significant and can contribute to the overall progress of the
organization.

 Motivated employees are more engaged, productive, and committed

to their work.

 Motivated employee performance and productivity levels over time

can indicate their motivation.

 Factors that contribute to employee motivation include recognition,

opportunities for growth, a positive work environment, meaningful
work and a sense of purpose.

 Properly achieved motivation can improve productivity, while

improperly achieves motivation can hinder productivity.

80
 Motivation for better work performance depends on individual
factors and understanding the motivation forces of each employee.

 Managers play a key role in implementing successful motivational

programs and creating a positive environment.

 The impact of employee motivation an organizational performance

is significant and can contribute to the overall progress of the
organization.

In conclusion, organizations should prioritize employee

motivation as it leads to increased productivity, engagement and
commitment, ultimately contributing to the success of the
organization. Mangers should focus on creating a positive work
environment and implementing effective motivational programs
tailored to individuals employee’s needs.

81
CHAPTER – 10

BIBLIOGRAPHY

82
 https://sist.sathyabama.ac.in/sist_naac/documents/1.3.4/2022-mba-
mba-batchno-199.pdf

 https://www.researchgate.net/publication/359218509_Relationship_Bet
ween_Employee_Motivation_and_Productivity_Report_Submitted_in_Parti
al_Fulfillment_of_the_Requirements_for_the_Degree_of_Bachelor_of_Busi
ness_Administration

 https://gscen.shikshamandal.org/wp-content/uploads/2022/sp/MBA-
2022/54.pdf

 https://melbado.com/pros-and-cons-of-employee-motivation/

 https://www.researchgate.net/publication/342361399_Employee_Motiv
ation_and_Organization_Productivity_A_Study_of_Some_Selected_Handlo
om_Firms_in_state_of_Kerala

 https://www.scribd.com/doc/86191701/A-Study-on-Employee-
Motivation-final-Yr-BBA

 https://www.slideshare.net/JohnAp3/employee-motivation-for-mba-
froject

 https://www.scribd.com/document/445970531/Employee-Motivation-
Project-report-docx

83
CHAPTER – 11

ANNEXURE

84
1. What types of incentives motivates you more?
In monetary term
In non – monetary term
Both

2. Is your company follow the rules of incentives / compensation

according to the market strategies?
Yes
No
Maybe

3. What is opinion about management system is interested in

motivating the employees in your organization?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

4. What is opinion regarding the company is showing eagerness in

recognizing and acknowledging employees’ work?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

85
5. What is opinion regarding job security existing in the company?
Fully secured
Secured
Unsecured

6. Do you think that incentives and other benefits will influence your
performance?
Influence
Does not influence
No Opinion

7. Are the career development opportunities helpful for employees to

get motivated?
Yes
No
Maybe
Never

8. Is the management involving you in decision making which is

connected to your department?
Yes
No
Occasionally

9. Are the performance appraisal activities helpful for getting

motivated in your company?
Agree
Disagree
Sometimes
Never

86
10. How well does the organization recognize and reward employee
contributions and achievement?
Very well
Well
Poorly
Very poorly

11. What is opinion regarding effective promotional opportunities

in your job?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

12. What is your satisfaction with present incentives scheme about

your organization?
Fully satisfied
Satisfied
Neutral
Not satisfied
Fully dissatisfied

13. How important is the organizational culture to your motivation

at work?
Extremely important
Very important
Somewhat important
Not very important
Not important at all

87
14. Do you feel adequately recognized and appreciated for your
contributions at work?
Yes, always
Yes, most of the time
Sometimes
Rarely
Never

15. Which of the factors motivates you the most?

Salary increase
Promotion
Incentives
Paid Leaves
Paid Vacations
Recognition
Motivational Talk

16. How would the organization adaptability to change?

Very adaptable
Adaptable
Neutral
In-adaptable
Very in-adaptable

88
17. Do you feel that the organization provides adequate resources
and support for employees to perform their jobs effectively?
Yes, definitely
Yes, to some extent
Neutral
No, insufficiently
No, not at all
Never
Motivational Talk

18. How well does the organization communicate its goals and
objectives to employees?
Very well
Well
Moderately well
Poorly
Very poorly

89