A

PROJECT REPORT
ON

Employee Motivation
)

INTRODUCTION
Managements basic job is the effective utilization of human resources for
achievements of organizational objectives. The personnel management is
concerned with organizing human resources in such a way to get maximum
output to the enterprise and to develop the talent of people at work to the fullest
satisfaction. Motivation implies that one person, in organization context a
manager, includes another, say an employee, to engage in action by ensuring
that a channel to satisfy those needs and aspirations becomes available to the
person. In addition to this, the strong needs in a direction that is satisfying to
the latent needs in employees and harness them in a manner that would be
functional for the organization.
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.
The data needed for the study has been through direct interviews. Analysis and
interpretation has been done by using the statistical tools and datas are
presented through tables and charts.

1.2 RESEARCH PROBLEM

The research problem here in this study is associated with the motivation of employees
.There are a variety of factors that can influence a persons level of motivation; some of
these factors include

1. The level of pay and benefits,

2. The perceived fairness of promotion system within a company,
3. Quality of the working conditions,
4. Leadership and social relationships,
5. Employee recognition
6. Job security
7. career development opportunities etc.
Motivated employees are a great asset to any organisation. It is because the motivation and
Job satisfaction is clearly linked. Hence this study is focusing on the employee

motivation in the organisation. The research problem is formulated as follows:

What are the factors which help to motivate the employees?

1.3 SIGNIFICANCE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization.
A good motivational program procedure is essential to achieve goal of the
organization. If efficient motivational programmes of employees are made not
only in this particular organization but also any other organization; the

organizations can achieve the efficiency also to develop a good organizational

culture.
Motivation has variety of effects. These effects 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. This
helps in retaining and nurturing the true believers who can deliver value to
the organization. Proliferating and nurturing the number of true believers
1

is the challenge for future and present HR managers.

This study helps the researcher to realize the importance of effective employee
motivation. This research study examines types and levels of employee
motivational programmes and also discusses management ideas that can be
utilized to innovate employee motivation. It helps to provide insights to
support future research regarding strategic guidance for organizations that are
both providing and using reward/recognition programs.

1.4 OBJECTIVES OF THE STUDY

1.4.1 Primary objective
1. To study the important factors which are needed to motivate the
employees.

1.4.2 Secondary Objective.

1. To study the effect of monetary and non-monetary benefits provided by

the organization on the employees performance.
2. To study the effect of job promotions on employees.
3. To learn the employees satisfaction on the interpersonal relationship
exists in the organization.
4. To provide the practical suggestion for the improvement of
organizations performance.

1.5 RESEARCH HYPOTHESIS

A hypothesis is a preliminary or tentative explanation or postulate by the
researcher of what the researcher considers the outcome of an investigation
will be. It is an informed/educated guess. It indicates the expectations of the
researcher regarding certain variables. It is the most specific way in which an
answer to a problem can be stated.

Research hypotheses are the specific testable predictions made about the
independent and dependent variables in the study. Hypotheses are couched in
terms of the particular independent and dependent variables that are going to be
used in the study. The research hypothesis of this study is as follows.
Ho: There is no significant relationship between incentives and employees
performance.

Ho: There is no significant relationship between career development

opportunities and the extent of employee motivation
Ho: There is no significant relationship between performance appraisal system
and the extent of motivation.
Ho: There is no significant relationship between interpersonal relationship in
the organization and extent of motivation.

RESEARCH METHODOLOGY.
Research is a systematic method of finding solutions to problems. It is
essentially an investigation, a recording and an analysis of evidence for the
purpose of gaining knowledge. According to Clifford woody, research
comprises of defining and redefining problem, formulating hypothesis or
suggested solutions, collecting, organizing and evaluating data, reaching
conclusions, testing conclusions to determine whether they fit the formulated
hypothesis
Sample Size.
Number of the sampling units selected from the population is called the size of
the sample. Sample of 50 respondents were obtained from the population.
Methods of Data Collection.
The datas were collected through Primary and secondary sources.
1.Primary Sources.
Primary data are in the form of raw material to which statistical methods are
applied for the purpose of analysis and interpretations.

The primary sources are discussion with employees etc

2. Secondary Sources.
Secondary datas are in the form of finished products as they have already been
treated statistically in some form or other.
The secondary data mainly consists of data and information collected from
records, company websites and also discussion with the management of the
organization. Secondary data was also collected from journals, magazines and
books.
Sample
A finite subset of population, selected from it with the objective of
investigating its properties called a sample. A sample is a representative part of
the population. A sample of 50 respondents in total has been randomly
selected. The response to various elements under each questions were totaled
for the purpose of various statistical testing..
Presentation of Data.
The data are presented through charts and tables.
Tools and Techniques for Analysis.
Correlation is used to test the hypothesis and draw inferences.

LITERATURE REVIEW
The concept of motivation

The word motivation has been derived from motive which means any idea,
need or emotion that prompts a man in to action. Whatever may be the
behavior of man, there is some stimulus behind it .Stimulus is dependent upon
the motive of the person concerned. Motive can be known by studying his
needs and desires.
There is no universal theory that can explain the factors influencing motives
which control mans behavior at any particular point of time. In general, the
different motives operate at different times among different people and
influence their behaviors. The process of motivation studies the motives of
individuals which cause different type of behavior.

Significance of Motivation
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 organization. The following results may be expected if the employees are
properly motivated.
1. 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.
2. Workers will tend to be as 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.

3. The rates of labors turnover and absenteeism among the workers will be
low.
4. There will be good human relations in the organization as friction among
the workers themselves and between the workers and the management will
decrease.
5. The number of complaints and grievances will come down. Accident will
also be low.
6. There will be increase in the quantity and quality of products. Wastage and
scrap will be less. Better quality of products will also increase the public
image of the business.

ANALYSIS AND
INTERPRETATION
OF DATA

DESCRIPTIVE STATISTICS
Response about the support from their HR department
SL NO

NUMBER OF
PARTICULAR

1
2
3
4
5

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly satisfied
Total

RESPONDENTS
18
29
3
0
0
50

PERCENTAGE
36
58
6
0
0
100

(Chart 4.1)

INTERPRETATION

The table shows that 58% of the respondents are satisfied with the
support they are getting from their HR department.

The type of incentives motivates you more

SL

NUMBER OF
PARTICULAR

NO
1

Financial

2
3

RESPONDENTS
15

PERCENTAGE
30

Incentives
Non financial

18

Incentives
Both
Total

26
50

52
100

INTERPRETATION
The table shows that 52% of the respondents are expressing that both
financial and non financial incentives will equally motivate them.

Performance appraisal activities are helpful to get motivated.

SL NO

NUMBER OF
PARTICULAR

1
2
3
4
5

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

RESPONDENTS

PERCENTAGE

9
23
6
3
9
50

18
46
12
3
18
100

INTERPRETATION
The table shows 46% of the respondents agree that the performance appraisal
activities are helpful to get motivated.

Support from the co-worker is helpful to get motivated

SL NO

NUMBER OF
PARTICULAR

1
2
3
4
5

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

RESPONDENTS

PERCENTAGE

12
29
0
6
3
50

20
46
0
12
6
100

INTERPRETATION
The table shows 58% of the respondents agree that the
support from the co-worker is helpful to get motivated.

Career development opportunities are helpful to get motivated

SL NO

NUMBER OF
PARTICULAR

RESPONDENTS

PERCENTAGE

1
2
3
4
5

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

10
26
2
4
8
50

20
52
4
8
16
100

INTERPRETATION
The table shows 52% of the respondents agree that the career
development opportunities are helpful to get motivated.

Factors which motivates you the most.

SL NO

NUMBER OF
PARTICULAR

1
2

Salary increase
Promotion

RESPONDENTS

PERCENTAGE

21
15

42
30

3
4
5

Leave
Motivational talk
Recognition
Total

3
5
6
50

6
10
12
100

INTERPRETATION
The table shows that the 42% of the respondent is responding that
increase in salary will motivate them the most.

Incentives and other benefits will influence your performance

SL NO

NUMBER OF
PARTICULAR

1
2
3

Influence
Does not influence
No opinion
Total

RESPONDENTS

PERCENTAGE

32
12
6
50

64
24
12
100

INTERPRETATION
The table shows 64% of the respondents responded that incentives
and other benefits will influence their performance

INFERENTIAL STATISTICS

Ho: There is no significant relationship between incentives and employees performance.

Incentives
Employee
performance

Mean
1.72

Std.
Deviation
.573

1.50

.707

N
50
50

Correlations
Incentives
1
.

Employee
performance
.655(**)
.000

16.080

13.000

.328
50

.265
50

.655(**)

Sig. (2-tailed)
.000
Sum of Squares
13.000
and Cross-products
Covariance
.265
N
50
** Correlation is significant at the 0.01 level (2-tailed).

Incentives

Pearson Correlation
Sig. (2-tailed)
Sum of Squares
and Cross-products
Covariance
N
Pearson Correlation

Employee
performance

24.500
.500
50

Inference:
Since the Correlation is significant at the 0.01 level (2-tailed) the null hypothesis that is
There is no significant relationship between incentives and employees performance
is rejected and an alternative hypothesis is framed.
H1: There is significant relationship between incentives and employees performance.

Ho: There is no significant relationship between career development opportunities and the
extent of employee motivation

Mean
career
development
opportunities
extent of
motivation

Std.
Deviation

3.70

1.035

50

3.36

1.317

45

Correlations

career
development
opportunities

career
development
opportunities

extent of
motivation

.909(**)

.000

52.500

52.111

1.071
50

1.184
45

.909(**)

.000

52.111

76.311

1.184
45

1.734
45

Pearson
Correlation

Sig. (2-tailed)
Sum of Squares
and Crossproducts
Covariance
N
extent of
Pearson
motivation
Correlation
Sig. (2-tailed)
Sum of Squares
and Crossproducts
Covariance
N
** Correlation is significant at the 0.01 level (2-tailed).

Inference:
Since the Correlation is significant at the 0.01 level (2-tailed) the null hypothesis that is
There is no significant relationship between career development opportunities and the
extent of employee motivation is rejected and an alternative hypothesis is framed.
H1: There is significant relationship between career development opportunities and the
extent of employee motivation
Ho: There is no significant relationship between performance appraisal system and the
extent of motivation.

Mean
Performance
appraisal system
Extent of
Motivation

Std.
Deviation

2.40

1.143

50

2.60

1.355

50

Correlations
performance
appraisal

Extent of
Motivation

system
Performance
appraisal system

Pearson
1
Correlation
Sig. (2-tailed)
.
Sum of Squares
and Cross64.000
products
Covariance
1.306
N
50
Extent of
Pearson
.962(**)
Motivation
Correlation
Sig. (2-tailed)
.000
Sum of Squares
and Cross73.000
products
Covariance
1.490
N
50
** Correlation is significant at the 0.01 level (2-tailed).

.962(**)
.000
73.000
1.490
50
1
.
90.000
1.837
50

Inference:
Since the Correlation is significant at the 0.01 level (2-tailed) the null hypothesis that is
There is no significant relationship between performance appraisal system and the
extent of motivation is rejected and an alternative hypothesis is framed.
H1: There is significant relationship between performance appraisal system and the extent
of motivation.

Ho: There is no significant relationship between interpersonal relationship in the

organization and extent of motivation.

Mean
Employee
relations
Extent of
motivation

Std.
Deviation

1.86

.670

50

2.18

1.119

50

Correlations
Employee
relations
Employee
relations

Pearson
1
Correlation
Sig. (2-tailed)
.
Sum of Squares
and Cross22.020
products
Covariance
.449
N
50
Extent of
Pearson
.877(**)
motivation
Correlation
Sig. (2-tailed)
.000
Sum of Squares
and Cross32.260
products
Covariance
.658
N
50
** Correlation is significant at the 0.01 level (2-tailed).

Extent of
motivation
.877(**)
.000
32.260
.658
50
1
.
61.380
1.253
50

Inference:
Since the Correlation is significant at the 0.01 level (2-tailed) the null hypothesis that is
There is no significant relationship between interpersonal relationship in the organization
and extent of motivation. is rejected and an alternative hypothesis is framed.
H1: There is significant relationship between interpersonal relationship in the organization
and extent of motivation.

SUMMARY
This document aims at providing employees and management members with the information
that can be beneficial both personally and professionally. Every business enterprise has
multiple objectives including of adequate profit for payment of a reasonable rate of return to
the owners and for investment in business through satisfaction of customers, maintenance of
a contended workforce and creation of a public image. The basic job of management of any

business is the effective utilization of available human resources, technological, financial

and physical resources for the achievement of the business objectives.
This project entitled as Employee motivation was done to find out the factors which will
motivate the employees. The study undertakes various efforts to analyze all of them in great
details. From the study, the researcher was able to find some of the important factors which
motivate the employees. Factors like financial incentives and non financial inventive,
performance appraisal system, good relationship with co-workers, promotional opportunities
in the present job, employee participation in decision making are very much effect the level
employee motivation.
The human resources can play an important role in the realization of the objectives.
Employees work in the organization for the satisfaction of their needs. If the human
resources are not properly motivated, the management will not be able to accomplish the
desired results. Therefore, human resources should be managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the achievement of the business
objectives.

FINDINGS
The findings of the study are follows

From the study it is clear that most of employees agrees to the fact that performance
appraisal activities and support from the coworkers in helpful to get motivated.

The study reveals that increase in the salary will motivates the employees more.

The incentives and other benefits will influence the performance of the employees.

CONCLUSION
The study on employee motivation highlighted so many factors which will help to motivate
the employees. The study was conducted among 50 employees.
The performance appraisal activities really play a major role in motivating the employees of
the organization. It is a major factor that makes an employee feels good in his work and
results in his satisfaction too. The organization can still concentrate on specific areas which
are evolved from this study in order to make the motivational programs more effective. Only
if the employees are properly motivated- they work well and only if they work well the
organization is going to benefit out it.