motivation survey report

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A Report On Live Project

A Study on Primary, General& Secondary Factors that

Motivates its employees in an

organization with reference toLifestyle Mangalore

Acknowledgement

Apart from the efforts of me, the success of this project depends largely on the

encouragement and guidelines of many others. I take this opportunity to express

my gratitude to the people who have been instrumental in the successfu

completion of this project.

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I would like to show my greatest appreciation to my lectures Ms.Chithranjali and

Mrs. Arathi . I cant say thank you enough for their tremendous support and help.

Without their encouragement and guidance this project would not have

materialized.

My deep sense of gratitude to Mr. Gururaj (Human Resource Manager), [Lifestyle,City Center Mall] for the support and guidance. Thanks and appreciation to the

helpful people at Lifestyle retail outlet, for their support.

I express my thanks to the Principal of, I.I.P.S. Mangalore, for extending his

support.

I would also thank my Institution for providing this opportunity.

DECLARATION

I hereby declare that the project entitled A Study on Primary, General &

Secondary Factors that Motivates its employees in organization submitted is

my original work and the project has not formed the basis for the award of any

degree, associateship, fellowship or any other similar titles.

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Place: Mangalore

Date: Signature of the Student

Index Page No

Introduction 06-07

Company Profile 08

Research methodology 09

summary 10

Data Analysis & Interpretation : 11-13

Findings 14

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Conclusion 15

Bibliography 16

Annexure :Questionnaire 17

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List of tables:

Table no Topic Page no

1 Classification of respondents based

on Self Motivation

11

2 Classification of respondents basedon which factor motivates an

employee to work efficiently

11

3 Classification of respondents for the

situation 1

12

4 Classification of respondents for the

situation 2

12

5 Classification of respondents for thesituation 3

13

Summary:

The Topic for conducting a live project for the purpose of assignment for the first

semester internal assessment was Motivation of employees. This project is

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conducted by way of issuing questionnaire to the randomly selected 20 employees of

lifestyle retail outlet. The questionnaire contained some basic questions about the

motivating factors affecting their job efficiency.

For conducting survey permission taken from H.R Manager (Mr.Gururaj) of Lifestyle

retail outlet Mangalore. After getting permission the questionnaire handed out to the

random selected 20 employees. Most of them filled correctly and some of them are notable to fill it correctly, but mangers as well as employees were very cooperative.

All the staffs are showed their interest towards our work also therefore we can also got

interest to collect more and more information about them and companies relationship

not only by questionnaire but also from personal interview. Only one day survey

conducted because of sample size was small.

By personal interview we find that in Lifestyle, staffs or employees get good support or

motivation from their superiors, not only form same department, from other department

also. They also get their salary on time and incentives on time. Food, training, food

facilities are good.

Introduction on Motivation:

Motives are expression of persons need. Hence, they are personal and internal

Incentives on the other hand are external to the person. They are made part of workenvironment by management in order to encourage workers to accomplish task. The

motivational model indicates that a sense of felt deprivation generates needs and such

needs create tension in an individual. The individual perceive and makes cost benefit

analysis on the ways and means of releasing such tension. Once such perception is

cleared, individual pounces upon the activities and achieves some results. If it is

success he feels rewarded and falls in the cycle of motivation again. If it is failure he

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feels punished and once again after due modification of ways and means pounces

back on the cycle or feels frustrated. Therefore, motivation leads to a goal directed

behavior.

When people join an organization, they bring with them certain needs that affect on-

the-job performance. Some of these needs are physiological ; others are related to

psychological and social values. The later are much more difficult to determine andsatisfy, and they vary greatly from one to another. Maslow has developed a hierarchy

of needs as follows : physiological, security, social, esteem, and self-actualization

needs. They interact with the environment to shape on-the-job wants that are the basis

of motivation. In addition, motivation is affected by peoples perceptions, including their

feelings of equity or fairness in a situation

According to a model developed by Herzberg, motivation is influenced by maintenance

and motivational factors. Important motivational factors are the work itselfachievement, growth, responsibility, advancement and recognition. These are primarily

intrinsic motivators rather than extrinsic ones. The Maslow and Herzberg models have

many similarities because they both focus on needs, but they do so from somewhat

different points of view.

Two different models of motivation are the expectancy model and behavior

modification. The expectancy model states that motivation is a product of

how much one wants something and the probability that a certain actionwill lead to it. The formula is valence X expectancy = motivation. Valence is

the strength of a persons performance for one outcome in relation to

others.

Importance of motivation in Business Organization

It is often said that the best businesses have the best motivated workers

Why might this be important? Because well-motivated employees are

usually characterized by:

- Higher productivity (i.e. they produce more for a given level of resources

than poorly-motivated workers)

- Better quality work with less wastage

- A greater sense of urgency (things happen quicker - when they need to)

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- More employee feedback and suggestions made for improvements

(motivated workers take more "ownership" of their work")

- More feedback demanded from superiors and management

- Working at 80-95% of their ability

Individual behavior is at the heart of human motivation

Why is individual behavior so important in trying to understand and then

influence motivation?

- Every individual has a set ofneeds and a different set ofgoals

- Individuals behave in a way as to satisfy their needs and fulfill their goals

- Therefore, individuals behave differently!

- Businesses, as organizations, are in a position to offer some of the

satisfactions that individuals seek:

E.g. - Relationships; sense of belonging; intellectual stimulation; mental &

physical challenge; self-development

Types of motivation

Primary or Basic Motivation : Primary motive is an untaught and unlearned

drive which is based on a physiological state.

General Motives: general motives are stimulus motive. It is neither purely

primary nor secondary. these motives are not learned and not physiologically

based. It stimulate tension within a person.

Secondary Motivation: secondary motives are learned motives and are

sometimes known as psychological motives.

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About Lifestyle international (P) Ltd

Lifestyle International (P) Ltd. opened its first Lifestyle store in India in 1999 and in a

little over a decade has come to be recognized amongst leading retail companies in the

country. It is a part of the prestigious USD 3.2 billion Landmark Group (Dubai)

Positioned as a trendy, young, colorful and vibrant store, Lifestyle offers consumers not

just the ease of shopping but also provides for an enjoyable shopping experience

Each Lifestyle store brings together five concepts under one roof Apparel, Footwear,

Children Wear & Toys, Household & Furniture and Health & Beauty; offering a

convenient one-stop shop and a choice of over 250 national & international brands.

In the year 2005, Lifestyle launched its first specialized, stand-alone home

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improvement store Home Centre by Lifestyle providing a one stop destination for

furniture, home dcor and soft furnishing that truly represents style, comfort and

individuality.

It currently has 18 Lifestyle, 11 exclusive Home Centre by Lifestyle and 4 Splash stores

across India.

Lifestyle Mangalore

Lifestyle is situated at the City Centre Mall, K.S. Rao Road, Mangalore; the new

Lifestyle store is spread across 3 floors, encompassing 50,000 sq. ft. of space and

promises to offer customers a truly exceptional shopping experience. Lifestyle wil

present residents of Mangalore a convenient one stop shopping destination offering

different product categories under one roof, including apparel, footwear and trave

accessories, infant wear and infant basics, cosmetics, perfumes, home dcor and

furnishing.

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Data Analysis & Interpretation:

1. Classification of respondents based on self motivation

Table-1

Factors No of Respondents Percentage

Self

Motivated

17 85

Not self

Motivated

03 25

Total 20 100

Interpretation: from the above table we can interpret around 85% ofemployees are self motivated peopleand 25% of employees are not self motivated.

2. Classification of respondents based on which factor motivate an

employee to work efficiently(Ranking 1-5 )

Table-2(no. of respondents)

Factors 1 2 3 4 5

Salary 20 0 0 0 0

Incentives 0 15 3 2 0

Bonus 0 1 4 10 5

Awards 0 1 3 2 14

Other facilities 0 3 10 6 1

Interpretation: the above table tells us what are the things which motivate theemployees to work efficiently. Salary got first rank. Incentives got second rank, Other

facilities (like medical claim, food facilities etc)got third rank, Bonus got fourth place

and fifth rank awards got.

3. Classification of resonance the following statements

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a. if they are promoted to higher designation with out increasing their

pay

Table-3

Factors No of Respondents Percentage

Feel motivated 08 40

Dont feel

motivated

12 60

Total 20 100

Interpretation:For the above statement 60% of people are responding that theydont feel motivated when if they are promoted to higher designation withou

increasing their salary and 40% of employees are feel motivated.

b.If their pay will hike yearly without changing their designation

Table-4

Factors No of

Respondents

Percentage

Feelmotivated

11 55

Dont feel

motivated

09 45

Total 20 100

Interpretation: From the above table we can predict that 55%of employees fee

motivated if only their salary increased yearly and no change in their responsibility or

designation but 45% of employees dont feel motivated by this decision or this type of

job.

c. if name of the designation changes without changing job

responsibility

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Table-5

Factors No of

Respondents

Percentage

Feel

motivated

06 30

Dont feel

motivated

14 70

Total 20 100

Interpretation: Every single person wants job responsibility suitable to thei

designation. In my survey more than 70% of peopleagreed that by choosing doesntfeel motivated. Here 30% of employees are felt motivated because they are enjoying

higher designation with responsibility.

Findings:

Most of the Employees of the Life Style i. e. 85% are self motivated. This attitude

makes them work towards the companies goal.

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Salary is a most important component for employees because that only satisfies

their basic needs therefore 100% employees gave 1st Rank for it .

Awards are not that much motivated because that will receive only when a

employee achieve something. All of them cant get awards therefore they ranked

it as least one.

No one feels good if they are promoted without increasing their pay. It will de-

motivate them because of more work pressure and less salary.

Some employees dont feel motivated when their designation changes to higher

post without changing their job responsibility. It is mainly because if responsibility

is equal to designation then only it will give good look.But also most of them areresponds positively

Response of employees for the statement if an employee who has less work

experience than you gets rewards in terms of incentives, pay hike. For this mostof them written that they feel bad and they will put more effort to get that

possession as well as they will find out that which thing make their junior to get

that reward.

At last response for what measure a company should take to motive its

employees are as follows: More training, salary hike, incentives hike based on

their capability and responsibility.

Conclusion:

The conclusions given in the report are not only based questionnaire but also based on

personal observation and conversation.

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It was found that it is a very good company not only for its customers treatment and

also by way of treating its employees, giving training, salary payment on time

incentives on time, food facility, and uniformity in treatment of both the gender. These

are the main things employees like to join and stay long time. These are the things

motivate an employee to work efficiently.

When asked Employees opinion about company most of the employees respondpositively but also some employees gave their suggestions like, to improve recruitment

process, increase salary for some extent and also positive opinions are also came

about the company like Good in treating workers, equality in both the genders.

Bibliography:

www.britishcouncil.org/motivating _the_unmotivated_jeremy_har

mer.doc

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education.calumet.purdue.edu/.../Edpsy5_intro.htm

www.iimm.org/.../12_an- introduction -of- motivation -and-

morale.htm

nformatics.indiana.edu/rocha/ps/chapter1.pdf

Annexure:

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A Study o

Facto

1. Are you a self moYes2. Which are the foll

[Rank it on a scal

Salary paid

Incentives Bonus [fest

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motivation survey report

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