EMPLOYEE MOTIVATION ON AVIATION SECTOR

INTRODUCTION:
The term Employee Motivation was brought to limelight by Hop pock. According to him, Employee Motivation is the combination of psychological, physiological and environmental factors that makes a person to admit, `I am happy at my job. It has also been defined as the`End state of feeling. It is an important dimension of morale and not morale itself. CONCEPT OF EMPLOYEE MOTIVATION: Employee Motivation is the end feeling of a person after performing a task to the extent that a persons job fulfills his dominant needs and is consistent with his expectations and values, the job will be satisfying. The feeling would be positive or negative depending upon whether need is satisfied or not. Employee motivation is different from motivation and morale. Motivation refers to the willingness to work. Satisfaction on the other hand, implies a positive emotional state. Morale implies a general attitude toward work and work environment. It is a group phenomenon where as employee motivation is an individual feeling. Employee Motivation may be considered a dimension of morale and morale could also be a source of satisfaction. Thus Employee Motivation is an employees general attitude towards his job.

DEFINITION OF EMPLOYEE MOTIVATION:

Motivating employees can be a manager's biggest challenge. Employee motivation is a key to the overall effectiveness of an organization. An understanding of the applied psychology within a workplace, also known as organizational behavior, can help achieve a highly motivated workforce.

THEORIES OF MOTIVATION:
Several theories exist regarding motivation. Expectancy theory, need theories, equity theory and goal-setting theory are each different interpretations within motivation. Expectancy theory suggests that high levels of motivation occur when employees believe they can get the task done, believe they are capable of performing at high levels, and desire the outcomes. For example, pay or bonuses can be a desired outcome. Several need theories exist, but all of these theories have a common definition. Managers must determine the needs of their employees within an organization. They are responsible for ensuring that people receive outcomes to satisfy needs when performing at high levels. Equity theory suggests that managers promote high levels of motivation by ensuring people believe in the outcomes. For example, salaries are distributed in proportion to inputs, such as time and effort. Goal-setting theory suggests that specific and difficult goals lead to high motivation and success.

OBJECTIVES OF THE STUDY:

Primary objective. To study the important factors which are needed to motivate the employees in aviation sector. Secondary Objective. 1. To identify the various motivation factors and find suitable one. 2. To analyze how motivation created a job satisfaction among the employee. 3. To study motivation facilities provided by the concern. 4. To identify which motivational factor influence job morale.

5. To give suggestion to improve employee motivation in this organization. 6. To study the effect of monetary and non-monetary benefit provided by the organisation on the employees performance. 7. To study the effect of job promotion on employee. 8. To learn the employees satisfaction on the interpersonal relationship exists in the organization. 9. To provide the practical suggestion for the improvement of organizations performance.

SCOPE OF THE STUDY:

Based on the above objectives, the scope of employee motivation in aviation sector can be delineated as follows: When employees are motivated from inside or from outer sources they show passion for their work and give better performance. Continuous motivation of employees boosts their morale and they work and perform better. A highly motivated employee groups are loyal towards their organization. When an employee is highly motivated they feel free to express their views and ideas since they are passionate about their jobs. A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people:

achieve goals; gain a positive perspective; create the power to change; build self-esteem and capability, manage their own development and help others with theirs.

NEED OF THE STUDY:

Motivated employees are needed in our rapidly changing workplaces, and to be effective, managers need to understand that and do something about it. These are the deficient, and create whenever there is a physiological or psychological imbalance. These are set to alleviate needs. These are action oriented and provide an energizing thrust toward goal accomplishment. They are the very heart of the motivation process. Goals are anything which will alleviate a need and reduce a drive

LIMITATIONS OF THE STUDY: The study was limited to only one company. The study is based upon high population. The time duration of the study is less than the expected. The study only based on employee side. It is not covering the staffs. The project data can be valid up; hence there are chances of chances in the Findings and result obtained. Title of the questionnaire (about Motivation) so that the respondents thought that they should be affected by the motivation system before filling the questionnaires. The length of the questionnaire around 16 questions. The collective respondents will be analyzed and the results of the questionnaire will be documented.