Employee Analysis of Effective Motivation

8/9/2019 Employee Analysis of Effective Motivation

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Employee analysis of effective motivation

Abstract:

Employee motivation is one of the major issues faced by every organization. It is the

major task of every manager to motivate his subordinates or to create the Will to Work

among the subordinates. It should also be remembered that a worker may be immensely

capable of doing some work; nothing can be achieved if he is not willing to work. A

manager has to make appropriate use of motivation to enthuse the employees to follow

them. Hence this studies also focusing on the employee motivation among the employees

of Industries.

Motivational receptiveness and potential in everyone changes from day to day, from

situation to situation. Get the alignment and values right, and motivational methods work

better. Motivational methods of any sort will not work if people and organisation are not

aligned. People are motivated towards something they can relate to and something they

can believe in. Times have changed. People want more. The foundation is a cohesive

alignment of people's needs and values with the aims and purpose of the organization.

Managers are responsible for providing a working environment conducive to

long-term employee motivation. Effective motivation comes from within. Regular

contact with employees will assist identification of motivating factors. Recognition of

personal achievement is vital. Managers should ensure all employees feel their work

makes an important contribution to the success of the organisation.

To Motivate - as a definition means "give an incentive for action." For the small

business owner, motivation is a huge factor for either the success or demise of your

company. You need to devise an "employee motivation program".

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AIS Technologies www.ais.com


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Chapter 1

Introduction:

Motivation is an important function which very manager performs for actuating

the people to work for accomplishment of objectives of the organization. Issuance of well

conceived instructions and orders does not mean that they will be followed. A manager

has to make appropriate use of motivation to enthuse the employees to follow them.

Effective motivation succeeds not only in having an order accepted but also in gaining a

determination to see that it is executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managersmust determine the motivates or need of the workers and provide an environment in

which appropriate incentives are available for their satisfaction. If the management is

successful in doing so; it will also be successful in increasing the willingness of the

workers to work. This will increase efficiency and effectiveness of the organization.

There will be better utilization of resources and workers abilities and capacities.

Motivation is the will to act. It is central to individual job performance and,

therefore, to organizational success. To get the best from your team, motivation must be

high. What you need to do as a good motivator and ways in which to make the job more

motivational. Effective motivation should deliver two benefits: help you set goals that

motivate you, and help you stay motivated as you progress towards your goals.

Motivation can be viewed as goal-directed activity that involves different ways of

thinking. In such cross-culture project management, the variety of team members leads to

the complexity of the employee management and motivation.

The success of any business depends largely on the motivation of the employees.

Human resources are essential to the prosperity, productivity and performance of any

company. Motivation is the key to creating an environment where optimal performance is

possible. So how do you ensure that individual motivation is at its peak within your

workplace?

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Every person has their own set of motivations and personal incentives to work

hard or not as the case may be. Some are motivated by recognition whilst others are

motivated by cash incentives. Whatever the employees motivation, the key to promoting

that motivation as an employer is understanding and incentive.

Employee incentive programs go a long way towards ensuring employees feel

appreciated and worthwhile. This alone can help with employee motivation across the

board. The great thing about these programs is they are very individualized. That is you

tailor your programs to suit the needs and wants of your employees. Incentive programs

increase motivation because they are not only encouraging productive performance but

also show employees the company cares.

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Chapter 2

PROFILE OF COMPANY:

AIS TECHNOLOGIES

Reach Us:- Contact Person:-

AIS Technologies, S.ArunKumar,

5th Floor, Orange Apartment, Chief Executive officer

Velacherry, Chennai 42 Contacts: 9791137234

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Mail: [email protected]

AIS

AIS Technologies, We are focusing Web Development, Software Development and

Animations. Our team has more than three years of experience in Web Development,

Web Designing, Multimedia Solutions and System Applications as well known about

current Web and System based applications. We assure able to provide 100 %

quality and satisfaction with in the given time frame. Since we have done lot of Web

applications like E-Commerce, Content Management System, Auction Applications

and so on. As well Payroll, Accounting, Stock Maintenance and so on in SoftwareApplications..

With our extensive design and marketing experience we will customize your website

to suit the needs of your customers. We make our service a beautiful experience for

you. We ensure that you are informed about the progress at every stage and take

your feedback to deliver the best product. AIS provide assistance ranging from

Enterprise-wide web solutions to customized web-design and database-oriented

projects.

Application development is undergoing a massive sea change. Traditional approaches

and roles are being reconsidered as new architectures emerge, integration and

software platform alternatives multiply, outsourcing adoption accelerates, and the

pressure from the business to build an agile yet robust and secure application

infrastructure continues to grow. And for AIS, technical expertise is no longer the

primary success factor: collaboration, accountability, compliance, portfolio and

resources management all contribute the key capabilities of the Application

Development Team.

At AIS Client satisfaction has always been our priority and our services are client

friendly as we do our services at a very much affordable rates. We are very flexible

in the service once the project is completed; so far we have helped many of our

clients works update mostly free of cost or to very minimal charges.

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Our Vision

* To emerge as a leader and expert using enterpriseweb solutions

in the SME segment.

* To launch new lines of business across multiple networks.

* To bring new revenue-generating projects to market quickly.

We are constantly building our team of experienced and skilled professionals to

help facilitate us maintain our development quality. In a world of expanding services,

AIS helps you make the most of every opportunity by realizing the value of each

client's interaction completely. Whether you're preparing for exponential growth,

entry into new markets and service segments or warding off competitors, AIS

supports your strategic directives with solutions that give more ROI. In an ever-

changing, ever-challenging competitive environment, we will work with you. We will

prosper. We will innovate. We will lead.

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TECHNOLOGIES

Web Designing:-

Photoshop Cs+, Dreamweaver, HTML, Css

Web Development:-

Php 5.0, Ajax, JavaScript, Mysql, Xml

.Net, Sql Server, Ms Access

Java, J2EE

System Applications:-

.Net, C#, VB.Net, Sql Server, Ms Access, Oracle

Java, J2EE, Mysql, Ms-Access

Multimedia Solutions:-

Flash, Maya, 3D Max

Services:-

Website Designing,

Website Re-Designing,

Logo Designing,

E-Commerce Applications

Content Management System,

Auction Applications,

ZenCart, Oscommerce, Wordpress, Installation and customization

Paypal, Google, Authorize .Net, 2Checkout, Credit Card Processing Payment

Module Integration

Presentation Cds

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Flash Websites

3D Architects and Visualizations

Application Development

Enterprise Integration

ERP and CRM Applications

PHILOSOPHY

The business philosophy of the company is to lay emphasis on Human Values andPersonal Relations. Great stress is laid on proper communication, transparency and

human relations, which forms an integral part of the corporate culture. We not onlydevelop products but we develop relationships.

We believe in teamwork. With every new day the quest for acquiring newcompetencies continues. Forever searching, experimenting, innovating, learning,moving ahead with our sincere efforts and dedication, shaping the future, and

challenging our competencies to create new opportunities, is a never-ending process

in the company. Our doctrines are,

Keep It Simple!

Theres no reason why individuals who wish to be involved in the Internet, need to

have sophisticated technical knowledge and the ability to write and understand HTMLprotocol.

Provide the best technology available!

Those who know technology or need the most from it will be suitably impressed withour high-tech equipment. If its current, we have it; if its new, well be one of the

first to get it!

Make it affordable!

AIS programs are almost always one third to one half the cost of comparableservices. This supports our mission of creating greater access to a greater number of

people.

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Chapter 3

OBJECTIVES AND METHODOLOGY:

Motivation is the process of attempting to influence others to do their work

through the possibility of gain or reward. Employee work motivation and performance

will be analyzed from the perspective of motivation theory as central for the analysis is

the relating of employee with the motivation to exert effort on behalf of performance

recognition. There will be presence of theoretical analysis as well as empirical review of

several studies of know effects and relationship linking to motivation and performance as

it maybe positively related to impacts of motivation on employee performance.

Motivation involves getting the members of the group to pull weight effectively,

to give their loyalty to the group, to carry out properly the purpose of the the

organization. The following results may be expected if the employees are properly

motivated.

The workforce will be better satisfied if the management provides them with

opportunities to fulfill their physiological and psychological needs. The workers

will cooperate voluntarily with the management and will contribute their

maximum towards the goals of the enterprise.

Worker will tend to be efficient as possible by improving upon their skills and

knowledge so that they are able to contribute to the progress of the organization.

This will also result in increased productivity.

The rates of labors turnover and absenteeism among the workers will be low.

There will be good human relations in the organization as friction among the

workers themselves and between the workers and the management will decrease.

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The number of complaints and grievances will come down. Accident will also be

low.

There will be increase in the quantity and quality of product. Wastage and scrap

will be less. Better quality of products will also increase the public images of the

business.

An employee motivation survey is your first step towards employee retention.

Infosurv begins the process by designing a customized employee motivation survey for

your organization, or taking your existing survey and preparing it to be administered via

the Internet, telephone, fax, or paper. Infosurv offers questionnaire design consultation

services standard to all clients, and reviews all employee motivation survey instruments

to assure validity, reliability, and bias reduction.

Applying our years of employee research experience and expertise, Infosurv can

help compose a highly relevant survey instrument that will yield sound and valid

conclusions while achieving the maximum survey response rate possible.

As an optional service, one of our experienced PhD level researchers can work

interactively with the client to create an employee motivation survey questionnaire "from

scratch" tailored specifically to their information needs and strategic objectives.

Alternatively, we can begin with one of our professionally- designed employee

motivation survey templates and then work interactively with the client to customize the

survey to their specific needs.

Research is a systematic method of finding solutions to problem. It is essentially

an investigation, a recording and an analysis of evidence for the purpose of gaining

knowledge. A good motivational program procedure is essential to achieve goal of the

organization. If efficient motivational programmes of employees are made not only in

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this particular organization; the organizations can achieve the efficiency also to develop a

good organizational culture. Motivation has variety of effects. These may be seen in the

context of an individuals physical and mental health, productivity, absenteeism and

turnover. Employee delight has to be managed in more than one way.

Our standard employee motivation surveys cover nearly every facet of employee

motivation, including:

Overall satisfaction

Corporate culture

Supervisor relations

Training

Pay and benefits

Work environment

Communications

Our standard employee motivation surveys are comprehensively designed to identify and

isolate key independent and dependent variables.

Independent variables are:

Supervisor relations

Pay and benefits

Work environment

Corporate communications

Dependent variables are:

Overall satisfaction

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Likelihood to recommend

Likelihood to stay

Employee loyalty

The key to motivating employees to want to learn requires an understanding of

the adult learner. Adult learners, to learn, must be emotionally comfortable with the

learning situation. This includes not only the physical setting (size of the room,

temperature, and lighting, etc.) but also their readiness to learn. Below are listed adult

education principles that can serve as a guide in developing and implementing training

programs:

Motivation to learn is critical. Adult learners need to feel they will benefit from

the training.

Adults retain what is relevant to them and what they need to do their job. If they

see where they will apply the information, they will be motivated and learn better.

People learn in different ways and at different speeds.

People learn best by doing which includes active participation in the learning

process.

Adults will learn best if a variety of training material is used. Everyone does not

learn the same way. Use a variety of methods of presenting material, which

provides different ways to learn.

Reinforce learning by praise and rewards. The employee who is praised and/or

rewarded for applying what they have learned may give incentives to other

employees to improve their knowledge.

Treat adult learners with respect. There is no such thing as a "dumb" question. If

more information is needed, perhaps the meaning was not clear. Adults embarrass

easily and need positive feedback to overcome feelings of inadequacy.

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Short sessions (15-60 minutes) are most effective. Vary the method of

presentation so learners will not be bored.

Learners like feedback on their ability to apply what they have learned. Evaluate

and inform learners of their progress.

Know the level of understanding of the adult learners and present material they

can easily understand. When employees know what is expected and how to do it,

the usual result is satisfactory performance.

Chapter 4

TABLE: NO. 2.1

AGE WISE CLASSIFICATION

Age at which the worker is working will give some demographic satisfaction to

the worker. Normally the youth are dissatisfied when compare to old aged people because

they are expecting more advanced activities.

S.NO AGE NO .OF RESPONDENTS PERCENTAGE

1 21-25 58 58%

2 25-30 31 31%3 Above 30 11 11%

Total 100 100

Source: Questionnaire [Primary Data]

Inference:

The above table shows that, out of 100respondents, 58% of the respondents, werebelong to 21-25 years of age group,31 % of the respondents belong to 25-30 years and

11% belong to above 30 years of age group.

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CHART: NO. 2.1

AGE WISE CLASSIFICATION

21-2525-30

Above 30 yrs

58

31

11

58

31

11

0

10

20

30

40

50

60

Percenta

Age

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TABLE: NO. 2.2

GENDER WISE CLASSIFICATION

S. No. Gender No. of respondents Percentage

1 Male 78 78

2 Female 22 22

Total 100 100%


Inference:

From the above table, we infer that 78% respondents were male and 22% of

respondents were female.

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CHART: NO.2.2

Male

Female

78

22

0

10

20

30

40

50

60

70

80

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Figure 2.2 Details Regarding the Respondents Gender

TABLE: NO. 2.3

MARITAL STATUS

S. No. Marital Status No. of respondents Percentage

1 Married 20 20

2 Unmarried 80 80

Total 100 100%


Inference:

From the above table, we infer that 20% respondents were married and 80% of

respondents were unmarried.

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CHART: NO.2.3

Married

Unmarried

3-D C

20

80

0

10

20

30

40

50

60

70

80

Percentage

ofResp

Marital Status

Figure 2.3 Details Regarding the Respondents Marital Status

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TABLE: NO. 2.4

QUALIFICATION WISE CLASSIFICATION

Man works to earn. Every employee in the organization will expect a reasonable

pay for the job done by them. This reasonable pay may help to increase the job

satisfaction to a certain extent.

QUALIFICATION NO. OF RESPONDENTS PERCENTAGE

UG 24 24%

PG 28 28%B.E/B.TECH 48 48%

Total 100 100


Inference:

The above table shows that, out of 100Respondents, 24%of the respondents wereUG Graduate, 28% of the respondents were PG Graduate and 48% of the respondents

were B.E/BTECH.

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CHART: NO. 2.4

INCOME WISE CLASSIFICATION

24

28

48

0 20 40 60

P

ercent

UG

PG

B.E/B.TECH

Income

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TABLE: NO .2.7

EXPERIENCE WISE CLASSIFICATION

Experience is the major factor considered in the job. This experience of a personjob may expect the reasonable salary for the work done.

S.NO.EXPERIENCE

(IN YEAR)NO. OF RESPONDENTS PERCENTAGE

1 Fresher 35 35%

2 1-3 45 45%

3 Above 3 yrs 20 20%

Total 100 100


Inference:

The above table shows that, out of 100 respondents, 35% of the respondents had

experience below Fresher, 45% of the respondents had experience between 1 - 3 years,

and 20% of the respondents had more than 3 years of experience.

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CHART: NO. 2.7

EXPERIENCE WISE CLASSIFICATION

35

45

20

20

0

5

10

15

20

25

30

35

40

45

50

Fresher 1 to 3 yrs Above3 yrs

Experience (in years)

Percent

TABLE: NO. 2.6

CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR

DESIGNATION

DESIGNATION NO. OF RESPONDENTS PERCENTAGE

DEVELOPER 40 40%

ADMIN 22 22%

TEAM LEADERS 33 33%

TESTER 5 5%

Total 100 100


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Inference:

The above table shows that, out of 100 respondents, 40% of the respondents were

Developer controllers, 22% of the respondents were belonging to Admin, 33% of the

respondents were belonging to Team leader and 5% of the respondents were belonging to

software tester.

.

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CHART: NO .2.6


DESIGNATION

DEVELOPERADMIN

TEAMLEADERTESTER

40

22

33

5

40

22

33

50

5

10

15

20

25

30

35

40

45

Perc

ent

Designation

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TABLE: NO. 2.7


SUPPORT FROM THE ORGANIZATION

SUPPORT

FROM

ORGANIZATION

NO. OF RESPONDENTS PERCENTAGE

SATISFIED 40 40%

NEUTRAL 40 40%

DISSATISFIED 20 20%

Total 100 100


Inference:


Satisfied person, 40% of the respondents were belonging to Neutral persons, 20% of the

respondents were belonging to Dissatisfied..

.

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CHART: NO .2.7


SUPPORT FROM THE ORGANIZATION

SATISFIED

NEUTRAL

DISSATISFIED

40

40

40

40

20

20

0

1020

30

40

50

60

70

80

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TABLE: NO. 2.8


MANAGEMENT MOTIVATING THE EMPLOYEE

MANAGEMENT

IS INTEREST

IN

MOTIVATING

EMPLOYEE


AGREE 28 28%

NEUTRAL 62 62%

DISAGREE 10 10%

Total 100 100


Inference:


Agree person, 40% of the respondents were belonging to Neutral persons, 20% of the

respondents were belonging to Disagree.

.

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CHART: NO .2.8


MANAGEMENT MOTIVATING THE EMPLOYEE

28

62

10

10

28

0

5

10

15

20

25

30

35

40

45

AGREE NEUTRAL DISAGREE

MANAGEMENT IS IN

IN

MOTIVATING EMP

Percent

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TABLE: NO. 2.9


INCENTIVE TYPES

TYPE OF

INCENTIVESNO. OF RESPONDENTS PERCENTAGE

FINANCIAL 40 40%

NON-

FINANACIAL48 48%

BOTH 12 12%

Total 100 100


Inference:


in need of financial incentives, 48% of the respondents were belonging to in need of non-

financial incentives, 12% of the respondents were in need of both.

.

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CHART: NO .2.9


INCENTIVE TYPES

40

40

48

48

1212

0% 10% 20% 30% 40%

Percent

FINANACIAL

NON-FINANCIAL

BOTH

TYPE OF

INCENTIVES

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TABLE: NO. 2.10


SATISFIED WITH THE INCENTIVES PROVIDED BY

ORGANIZATION

TYPE OF

SATISFIED

WITH

INCENTIVES


SATISFIED 58 58%

NEUTRAL 30 30%

DISSATISFIED 12 12%

Total 100 100


Inference:

The above table shows that, out of 100 respondents, 58% of the respondents

satisfied with the incentives provided by the organization, 30% of the respondents neutral

with the incentives provided by the organization, 12% of the respondents satisfied with

the incentives provided by the organization.

.

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CHART: NO .2.10


SATISFIED WITH THE INCENTIVES PROVIDED BY

ORGANIZATION

58

30

12

58

30

12

0

5

10

15

20

25

30

35

4045

Percent

SATISFIED NEUTRAL DISSATISFIED

TYPE OF SATISFIED WITH

INCENTIVES

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TABLE: NO. 2.11


INCENTIVES AND OTHER BENEFITS INFLUENCE

PERFORMANCE

TYPE OF

INFLUENCE

PERFORMANCENO. OF RESPONDENTS PERCENTAGE

INFLUENCE 62 62%

DISINFLUENCE 31 31%

NO OPINION 7 7%

Total 100 100


Inference:


Influence incentives and other benefits will influence your performance, 31% of the

respondents Doesnt Influence incentives and other benefits will influence your

performance, 7% of the respondents No Opinion incentives and other benefits will

influence your performance..

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CHART: NO .2.11


INCENTIVES AND OTHER BENEFITS INFLUENCE

PERFORMANCE

62 62

3131

77

0

5

10

15

20

25

30

35

40

45

Percent

INFLUENCE NO OPINION

TYPE OF

INFLUENCE PERFORMANCE

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TABLE: NO. 2.12


MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH

ARE CONNECTED TO DEPARTMENTS

DECISION

MAKING WHICH

ARE

CONNECTED TO

YOUR

DEPARTMENTS


YES 84 84%

NO 26 26%Total 100 100


Inference:


management involve you in decision making which are connected to your department,

24% of person doesnt support for management involve you in decision making which are

connected to your department.

.

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CHART: NO .2.12


MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH

ARE CONNECTED TO DEPARTMENTS

84

2626

84

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TABLE: NO. 2.13


REASONABLE PERIODICAL INCREASE IN SALARY

REASONABLE

PERIODICAL

INCREASE IN

SALARY


AGREE 74 74%

NEUTRAL 16 16%

DISAGREE 10 10%

Total 100 100


Inference:

The above table shows that, out of 100 respondents, 74% agree of the respondents

for reasonable periodical increase in salary, 16% neutral of the respondents for

reasonable periodical increase in salary, 10% Disagree respondents for periodical increase

in salary..

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CHART: NO .2.13


REASONABLE PERIODICAL INCREASE IN SALARY

74

16

10

74

1610

0

5

10

15

20

25

30

35

40

45

Percent


REASONABLE PERIODICAL INCREASE IN

SALARY

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TABLE: NO. 2.14

CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR JOB

SECURITY EXISTS IN THE ORGANIZATIONSECURITY

EXISTS IN THE

ORGANIZATION


AGREE 87 87%

NEUTRAL 7 7%

DISAGREE 6 6%

Total 100 100


Inference:


for job security exists in the organization, 7% neutral of the respondents for job security

exists in the organization, 6% Disagree respondents for job security exists in the

organization.

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CHART: NO .2.14


SECURITY EXISTS IN THE ORGANIZATION

AGREENEUTRAL DISAGREE

8787

7

7

66

0

5

10

15

20

25

30

35

40

45

Percent

SECURITY EXISTS IN THE

ORGANIZATION

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TABLE: NO. 2.15

CLASSIFICATION OF THE RESPONDENTS ABOUT THEIRRELATIONSHIP WITH COLLEAGUE

RELATIONSHIP

WITH

COLLEAGUE


YES 82 82%

NO 28 28%

Total 100 100


Inference:


for good relationship with colleague In your organization, 28% disagree of the

respondents for good relationship with colleague In your organization.

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CHART: NO .2.15


RELATIONSHIP WITH COLLEAGUE

YESNO

82

28

82

28

0

5

10

15

20

25

3035

40

45

Percent

RELATIONSHIP WITH COLLEAGUE

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TABLE: NO. 2.16


EFFECTIVE PERFORMANCE APPRAISAL SYSTEMEFFECTIVE

PERFORMANCE

APPRAISAL

SYSTEM


GOOD 56 56%

BEST 24 24%

POOR 10 10%

Total 100 100


Inference:


for good effective performance appraisal system in the organization, 24% agree of the

respondents for agree of the respondents for best effective performance appraisal system

in the organization, 10% Disagree respondents for agree of the respondents for effective

performance appraisal system in the organization.

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CHART: NO .2.16


EFFECTIVE PERFORMANCE APPRAISAL SYSTEM

56

5624

24

10

10

0 10 20 30 4

Percent

GOOD

BEST

POOREFFECTIVE

PERFORMANC

E APPRAISAL

SYSTEM

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TABLE: NO. 2.17

CLASSIFICATION OF THE RESPONDENTS ABOUT THEIREFFECTIVE PROMOTIONAL OPPORTUNITES IN THE

COMPANY

EFFECTIVE

PROMOTIONAL

OPPORTUNITES

IN THE

COMPANY


GOOD 64 64%

BEST 28 28%

POOR 8 8%

Total 100 100


Inference:

The above table shows that, out of 100 respondents, 64% good of the respondents

for effective promotional opportunities in the company, 28% bestof the respondents for

effective promotional opportunities in the company, 8% poor respondents for effective

promotional opportunities in the company.

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CHART: NO .2.17


EFFECTIVE PROMOTIONAL OPPORTUNITES IN THE

COMPANY

64 64

28

28

88

0

5

10

15

20

25

30

35

40

45

Percent

GOOD BEST POOR

EFFECTIVE PROMOTIONAL OPPORTUNITES

IN THE COMPANY

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TABLE: NO. 2.18


PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO

GET MOTIVATED

PERFORMANCE

APPRAISAL

ACTIVES


AGREE 78 78%NEUTRAL 12 12%

DISAGREE 10 10%

Total 100 100


Inference:


for effective promotional opportunities in the company, 12% neutralof the respondents

for effective promotional opportunities in the company, 10% disagree respondents for

effective promotional opportunities in the company.

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CHART: NO .2.18


PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO GET

MOTIVATED

78 78

12

12

1010

0

5

10

15

20

25

30

35

40

45

Percent


PERFORMANCE APPRAISAL ACTIVES

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TABLE: NO. 2.19


SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET

MOTIVATED

SUPPORT FROM

THE COLLEAGUENO. OF RESPONDENTS PERCENTAGE

AGREE 83 83%

NEUTRAL 15 15%

DISAGREE 2 2%

Total 100 100


Inference:


for Support from the colleague is helpful to get motivated, 15% neutralof the respondentsfor Support from the colleague is helpful to get motivated, 2% disagree respondents for

Support from the colleague is helpful to get motivated.

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CHART: NO .2.19


SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET

MOTIVATED

83 83

15

15

22

0

5

10

15

20

25

30

35

40

45

Percent


SUPPORT FROM THE COLLEAGUE

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TABLE: NO. 2.20


FACTORS WHICH MOTIVATES YOU THE MOST

MOTIVATION FACTOR RANKS PERCENTAGE

SALARY INCREASE 40 40%

PROMOTION 18 18%

LEAVE 7 7%

MOTIVATIONAL TALKS 15 15%

RECOGNITION 20 20%TOTAL 100 100


Inference:

The above table shows that, out of 100 respondents, 40% of the respondents needs

salary increase factor motivate, 18% of the respondents needs promotion, 7% of

respondents needs leave, 15% of the respondents needs motivational talks, 20% of

the respondents needs recognition motivation. In this factors are motivate the

employee.

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CHART: NO .2.20.1


FACTORS WHICH MOTIVATES YOU THE MOST

40

18

7

15

20

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SUGGESTION

They need experienced employees to develop the Organization.

In this organization motivation and support is not satisfied the employees. So the

organizations give effective motivation to the employees.

In the organization the employees need financial incentive support. So they

provide the employee for organization development.

Less number of employees only satisfied the incentive and other benefits. The

employees need the change in the incentive and benefit systems

The employees want to develop the friendship with colleagues so organizationwill arrange the team outing programs.

Only 50% of the employees satisfied the performance appraisal activity and job

security system. They change the system for company development.

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CONCLUSION

You can make a significant impact on employee morale and productivity by

positively motivating them to do their best.

The training programme conducted in AIS technologies has helped

employees in developing the updated skills where by new methodology and

knowledge are given together handling, analyzing and solving organizational

problem. Its therefore, evident that a training method is for an end in itself, but

a means to achieve certain specific objectives.

Employee Analysis of Effective Motivation

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