Employee Motivation Report

8/6/2019 Employee Motivation Report

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ACKNOWLEDGEMENT

IN THE NAME OF ALLAH, THE MOST BENEFICIAL, THE

MOST MERCIFUL

First we would like to thank The Almighty Allah through

whom all things became possible .We would like to thank mycourse instructor Mr. Ghulam Muhammad, for giving us

the opportunity to learn by practice and We are sure this will

benefit us in times to come. Through this report we have

realized that theoretical studies have no meaning until applied

to the practical work, and this report gave us a clear view that

how important it is.

We owe to express our gratitude to all those who gave us the

possibility to complete this analysis. We have furthermore to

especially thank our colleague Mr. Alam Zaib in helping us

to complete this work. And special thank to Mr. AmjadKhan who gave us important time to discussion related to

our project.


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ABSTRACT

otivation in simple terms may be understood as the set of

forces that cause people to behave in certain ways. A motivated

employee generally is more quality oriented. Highly

motivated worker are more productive than apathetic

worker one reason why motivation is a difficult task is that the

workforce is changing. Employees join organizations with

different needs and expectations. Their values, beliefs,

background, lifestyles, perceptions and attitudes are

different. Not many organizations have understood these and

not many HR experts are clear about the ways of motivating

such diverse workforce.

By the survey of company we come to know that the high percentage of employee get

highly motivated by things like financial incentive, involvement of employees in the

decision making, job security with what extent, adjustable co-workers effectiveperformance appraisal system their health and safety majors adapted by the company,

last and fore most at what extent company is recognizing and acknowledging their

work.

.


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INTRODUCTION

he term Human Resource refers to the people in an organization. When

managers engage in human resource activities as part of their jobs, they seek to

facilitate the contribution people make to achieve an

organizations strategies and plans. The importance of HR

efforts comes from the realizations that people are the

common element in every organization; they create the

strategies and innovations for which organizations are noted.

Although human resource activities contribute to an

organizations success in a variety of ways, ultimately they must support the Institutes

strategies.

HR actions contribute to improve productivity directly by finding better and more

efficient ways to meet objectives and indirectly by improving the Quality of Work

Life for employees.

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?

In the modern workplace human resources are valued above all others. Motivated

employees are productive, happy and committed. The spin off of this includes reduced

employee turnover, results driven employees, company loyalty and work placeharmony. 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.


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PURPOSE OF STUDY

field of study in human resource management (HR) is concerned with the

behavior of people within organizations. The purpose of this study is to describe the

importance of certain factors in motivating employees at the Afroze Textile PVT

(Ltd.). Specifically, the study sought to describe the ranked importance of the following

ten motivating factors:

job security,

Incentives & Allowances

Involving in Decision Making

Salary Increment

Good Relationship / Friendly Environment

Recognizing and acknowledging work.

Effective proposal appraisal system.

Effective promotional opportunities in the organization.

Health and Safety assurance.

A secondary purpose of the study was to compare the results of this study with the study

results from other populations. This Field also provides exploratory evidence for the

linkage among human resource management (HRM) practices, business strategy, and

performance effectiveness. It proposes that high performing firms will have similar

HRM practices, and that those firms whose HRM practices closely match its business

strategy will have higher performance.


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LITERATURE REVIEW

here is a large body of literature, including research

literature, on rewards and recognition programmes.

Many of the studies focus on the effects of rewards on

task interest and performance and are found in the

literature concerned with motivation: both intrinsic and

extrinsic motivation. In intrinsically motivated behavior there is no reward except with

the task itself. Reward and recognition programmes come within the discussion on

extrinsically motivated behavior that occurs when an activity is rewarded by incentives

not inherent in the task(Deci, 1971). Many contemporary authors have also defined the

concept of motivation. Motivation has been defined as: the psychological process that

gives behavior purpose and direction (Kreitner, 1995); a tendency to behave in a

purposive method to achieve specific, unmet desires (Buford, Bedeian, & Lindner,

1995); an inner force to gratify an unsatisfied need (Higgins, 1994); and the will to

accomplish (Bedeian, 1993). For this paper, motivation is operationally defined as the

inner force that drives individuals to achieve personal and organizational goals.Understanding what motivates employees is one of the key challenges for managers.

Although it is not possible directly to motivate others, it is nonetheless important to

know how to influence what others are motivated to do, with the overall aim of having

employees identify their own welfare with that of the organization (Bruce and

Pepitone, 1999). In general terms rewards programmes come within the overall concept

of compensation strategies which are defined as the deliberate utilization of the pay

system as an essential integrating mechanism through which the efforts of various sub-

units or individuals are directed towards the achievement of an organizations strategic

objectives (Gomez-Mejia and Balkin, 1992). They are management tools that

hopefully contribute to a firm's effectiveness by influencing individual or group

behavior (Lawler and Cohen, 1992). All businesses use pay, promotion, bonuses or


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other types of rewards to encourage high levels of performance (Cameron and Pierce,

1977). At a minimum, employees expect the organization to provide fair pay, safe

working conditions, and fair treatment. Like management, employees often expect

more, depending on the strength of their needs for security, status, involvement,

challenge, power, and responsibility. Just how ambitious the expectations of each party

are vary from organization to organization. For organizations to address these

expectations an understanding of employee motivation is required (Beer et al., 1984).

Carnegie (1975) emphasizes the human aspects of management. They postulate that as

it is people who make a business succeed or fail it is the organizations chief

responsibility to motivate their people so that they will assure success. The authors

believe that each human being has the potential for creativity and for achieving goals.

The infinite question is how organizations reach this potential and how they stimulate

creativity and foster in their people the desire to succeed and to achieve self-fulfillment

through their work. The common theme of the above authors is the belief that people

need to be respected and treated as precious human capital, more essential to an

organizations effectiveness than its Financial capital. People are now seen as the

primary source of a companys competitive advantage. Therefore, the way people are

treated increasingly determines whether an organization will prosper or even survive(Lawler, 2003). Organizations are under constant pressure to enhance and improve

their performance and are realizing that an interdependent relationship exists between

organizational performance and employee performance. In the following section the

focus will be on the motivational theories and the impact that these theories have on

enhancing employee performance. Flexible time is intended to ensure that the work of

the organization is accomplished and, at the same time, to permit library staff and their

supervisors to establish work schedules that recognize individual and family needs.

Research indicates that flexible scheduling can be motivational in that job satisfaction is

improved and absenteeism reduced (Pierce, 1989). The ability to accommodate

employee needs is a healthy and positive approach to motivation.


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METHODOLOGY

he sample study used tells the variability and reliability of

the biographical data of the respondents. The procedure used

to gather data is the hypothesis and the statistical techniques

used to analyze the data.

Instrument:

For the purpose of this study a quantitative methodology was followed and a

questionnaire was used as the measuring instrument. The data gathering techniques used

included 20 questionnaire proportion by biographical questions and the Work

Satisfaction and Motivation questions.

Biographical Questionnaire:

The biographical questionnaire was a self-developed questionnaire that incorporated the

following personal information of the respondents consists of three questions, age,

education, qualifications, and tenure.


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15%

40%

30%

15%

0%

5%

10%

15%20%

25%

30%

35%

40%

Employee

Education

Bio-Graphical Dat

Matric

intermediate

Graduation

Master

Work Satisfaction And Motivation Questionnaire:

The questionnaire consisted of17 dimensions that impact employee Satisfaction and

motivation.

RESULT AND DISCUSSIONS

ccording to the result of the questionnaire we

can say motivation is essential factor of

achievement of the organizational goals achieved by

the employees.

The result concluded that from Afroze Textile

(PVT) Ltd. as individual questionnaire from

individual employee.

The result concluded between Age group

of employees 18 22 Years 15%, 23 27

Years 40%, 23 32 Years 25%, 33 37

Years 15% and 32 42 Years 5%.this is

a Bio-graphical Data of the employee.

The educational result of the employees

who joined to our questionnaire project.

Matric 15%, Intermediate 40%,

Grauation 30% and Master15%.

15%

40%

25%

15%

5%

0%

5%

10%

15%20%

25%

30%

35%

40%

Employee

Age Group

Bio-Graphical Data

18-22

23-27

28-32

33-37

38-42

25%

45%

25%

5%

0%

10%

20%

30%

40%

50%

Employee

Experience

Bio-Graphical Data

01-03

04-06

07-09

10 12


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60%

30%

10%

0%

10%

20%

30%

40%

50%

60%

Employee

Are you satisfied with the support from

the HR department?

Employee Motivation Progra

Satisfied

Neutral

Dissatisfied

45%45%

10%

0%

10%

20%

30%

40%

50%

Employee

Management is really interested in

motivating the employees?


Agree

Neutral

Disagree

100%

0%

20%

40%

60%

80%

100%

Employee

Do you think that the incentives and

other benefits will influence your

performance?


Influence

Experienced employees who conduct our project question. The experience were

between 01 03 Years 25%, 04 06 Years 45%, 07 09 Years 25% and 10 12

Years 5%,

The question that employees satisfied with

the support from the HR department.

Result is Satisfied 60%, Neutral 30% and

Dissatisfied 10%. So, this graph

represents the Majority employees

satisfied with HR department and some

Neutral and 10 % employees dissatisfied

with HR.

This graph represent the 45% employees

agree that management is interested in

motivating. The employees. 45% are

Neutral and 10% employees are disagree.

Employees motivate with financial

incentive 70% agreed with this and 30%

thinks that the financial or non-financial

(Both) incentive motivate the employee.

100% employees of Afroze textile

understand that the incentive and other

benefits will influence their performance.

70%

30%

0%

10%

20%

30%

40%

50%

60%

70%

Employee

Which t ype of incentivesmotivates you more?


Financial Incentive

Both


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25%

35%40%

0%

5%10%15%

20%25%

30%35%

40%

Employee

Does the management involve you in

decision making which are

connected to?

Employee Motivation Program

Yes

No

Occasionally

45%

55%

0%

10%

20%

30%

40%

50%

60%

Employee

Job security exist in t he company


Agree

Neutral

95%

5%

0%

20%

40%

60%

80%

100%

Employee

Good relationship with c o-workers


Agree

Neutral

25% employees understand the

Management involves them in

decision making which are

connected to their job related. 35%

employees response with NO and

40% response occasionally

30% employees agreed that the company

increase salary periodically. In the opinion

of 55% Neutral. And 15% employees

response disagrees to the question.

45% employees understand by the job

security exist in the company and 55%

response Neutral.

95% employees have good relationship

with their co-workers and 5% response

Neutral.

30%

55%

15%

0%

10%

20%

30%

40%

50%

60%

Employee

Reasonable periodical increase in s alary


Agree

Neutral

Disagree


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10%

90%

0%

20%

40%

60%

80%

100%

Employee

Effective performance appraisal s ystem


Agree

Neutral

55%

45%

0%

10%

20%

30%

40%

50%

60%

Employee

Effective promotional opportunities in

the organization


Neutral

Disagree

80%

20%

0%

20%

40%

60%

80%

Employee

Good safety measures adopted in the

organization


Agree

Neutral

95%

5%

0%

20%

40%

60%

80%

100%

Employe

Support from the co-worker is helpful to

get motivated

Employe e Motivation Prog

Agree

Neutral

10% agreed with performance

appraisal system in the organization

and 90% response Neutral.

55% employees are neutral by the

promotional opportunities in the

organization and 45% responses

disagree.

80% employees agree with safety

measures adopted in theorganization and 20% employees

response Neutral.

95% employees understand by the support

from the co-workers is helpful to get

motivated. And 5% response Neutral.


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5%

90%

5%

0%

20%

40%

60%

80%

100%

Employee

Performance appraisal activitiesare helpful to get motivated


Strongly Agree

Agree

Neutral

5%

75%

15%5%

0%10%

20%

30%

40%

50%

60%

70%

80%

Employee

Company recognize and

acknowledge your work.


Agree

Neutral

Disagree

Strongly Disagree

5% employees strongly understand

the performance appraisal activities

are helpful to get motivated. 90%

agreed to the question. and 5%

employees response neutral.

5% agree with company recognize and

acknowledge their work. 75% response Neutral.

15% Disagree and 5% strongly disagree.

According to the questionnaire that we have

conducted most of employees come under the age between 23 27 years and most of

them have their academic qualification of intermediate. The major experience level is

04 06 years. 60% of employees out of 20 questionnaires are satisfied with the

support of HR department which is a very good sign for the management side.

Approximately Half percent of employees really think that management motivates their

employees. the incentive which most employees wanted to have are financial incentive

that means financial incentives motivate the employees most in the company. Major

parts of the employees are involved in decision making for the company is occasionally.

This is look like flaw to us because involvements of related employees are more

essential for the management. Around 95% agreed with the good relationship with the

co-workers shows that the social environment in the organization. The major parts of

the employees are not sured with the recognization and acknowledgment of their work

by the organization thats creating a very negative impact to the employees motivation

because after incentive the most motivate the employees is this part.


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CONCLUSION

his task focused on the presentation

of results achieved in this study.

Human Resources Management and

Employee correlation was used to

indicate relationships and differences in

the dimensions of work motivation and

satisfaction based on the sample used in

the study and more specifically to

indicate differences in rewards and

recognition (as components within the work satisfaction and motivation questionnaire).

The results in reflect that there is a statistically significant relationship between reward

and recognition respectively, and motivation and satisfaction. The study revealed that if

rewards or recognition offered to

Employees were to be altered, and then there would be a corresponding change in workmotivation and satisfaction. The results of this study also indicated that employees were

more motivated by rewards and recognition than some of the other dimensions of the

Work Satisfaction and Motivation Questionnaire.


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RECOMMENDATION

n our opinion businesses today have entered a new era in the relationship between

the companies themselves and their employees. The companies can no longer see their

employees as either their loyal family members or as easily replaceable company

resources. In this new era, employees need to be respected and like to be treated as

valuable human capital, as even more important than the companys financial capital.

Employees are now becoming the main source of a companys competitive advantage.

As we have come to know that employees get highly motivated by the financialincentives so company should give them cash incentive.

Company should seriously recognize and acknowledge their work because this

motivates employees a lot.

Major part of employees involved in decision making occasionally. Company

should involved concerned person in every decision.

55% are not sured and 45% of employees are disagreed with the effective

promotional opportunity in the organization. So company should provide their

employees promotional opportunity in order to retain productive employees.

Now, at last in a short way of organizations want to prevail the employees sympathy so

must do motivate the employee through best way to the solving problem, provide

necessary benefits and check them employees activities during the working he is happy

or not by organizations Management.


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APPENDIX

Employee Motivation Report

Documents

Transcript of Employee Motivation Report