INTRODUCTION TO PROJECT

Every person has different reasons for working. The reasons for working are as individual as the person. But, we all work because we obtain something that we need from work. The something obtained from work impacts morale, employee motivation, and the quality of life. To create positive employee motivation, treat employees as if they matter - because employees matter. These ideas will help you fulfill what people want from work and create employee motivation.

Objective of Project:
To introduce and implement a new motivational program in Blue Matrix Software Consultancy Pvt. Ltd. for the staff level employees. This will lead to retain them, to get better performance out of them and to make them feel important for the organization. Objectives of the project: To analyze the current motivational level of the employees. To find out the current motivational level of organization. implement the motivational schemes.

RESEARCH METHODOLOGY
The project study is mainly about to design and implement the motivational programs for the employees in Blue Matrix Software Consultancy Pvt. Ltd. The project is conducted in the Blue Matrix Software Consultancy Pvt. Ltd. The project is being made to increase the motivational level of the employees. DATA COLLECTION Collection of data is a very important step because accuracy in data is a factor of the method used for data collected. Thus there are two ways of collecting appropriate data: Primary Data Secondary Data Primary Data are those, which are collected for the first time, thus happen to be original in character. For the purpose of collection of primary data personal interview of respondents were conducted. An unbiased, undisguised structured questionnaire was prepared which was administered to the respondents for the purpose of getting the information. Secondary Data are those, which have already been collected by someone else. For the purpose of the project, the data were collected from secondary sources like Websites of Management, Blue Matrix, related companies, Journals of Motivation.

LIMITATION OF THE PROJECT

As a time for project is of only two months because of which it is not possible to see the effect of the motivational policy and response of the employees. Because of some IR issues it is not possible to take the views from the workers and make the program for the workers. Because of time constraint it is not possible to take the big sample of the employees to do the survey and take their views.

SCOPE OF THE PROJECT

Motivation is becoming more and more important. It is not only important for the employee as an individual but also the performance of the employee. If employee is motivated his creativity and his performance will increase drastically and his performance will always be outstanding. But to keep the employees motivated at different levels is becoming a challenge for the organizations and the HR people. The employee motivation increases the performance of the employee as well as helps them to retain in the organization. As per REED CONSULTANCIES one survey, 3/4th of the employees leave the organization in less than three years. So we can say that motivation is becoming the burning issue in the organizations.

COMPANY PROFILE
BLUE MATRIX Blue Matrix was incorporated in 2002 with focus on custom software development and web development services. On time delivery and excellent after development support are the main features of Blue Matrix. After establishing ourselves in the Software Development segment we expanded our operations in areas of IT Enabled Services (ITES). By leveraging our expertise, we help customers focus on their core business activities, liberating them from routine, time consuming, non-core operational activities. Thus increasing their profits. We work towards understanding these operations completely and then provide cost effective solutions.

 Blue Matrix is offering services to Healthcare industry, financial institutions, insurance industry. The services offered are : + Software Development + Medical Transcription + Data Processing and + Data Entry. Blue Matrix offers its services where business processes are data-centric, like healthcare, financial services, insurance claims processing. The specific areas of expertise are Custom Software Development, Medical Transcription, Insurance, Forms processing, Data Processing and Data Entry.

WHAT IS MOTIVATION?
Motivation is the process that account for individuals intensity, direction and persistence of efforts towards attaining a goal. While general motivation is concerned with efforts towards any goal. Motivation is a process that starts with a physiological or psychological deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. Process of Motivation 1. Needs: needs are created whenever there are physiological or psychological imbalances. 2. Drives: drives or motives are set up to alleviate needs. Drives are action oriented and provide an energizing thrust towards reaching incentives. They are at the very heart of the motivational process. 3. Incentives: at the end of the motivational cycle are the incentives. Defined as anything that will alleviate a need and reduce a drive. It creates physiological or psychological balance.

Conclusion
Motivation is a process that starts with a physiological or psychological deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. Needs are created whenever there are physiological or psychological imbalances. Drives or motives are set up to alleviate needs. Drives are action oriented and provide an energizing thrust towards reaching incentives. They are at the very heart of the motivational process. Motivation is becoming more and more important. It is not only important for the employee as an individual but also the performance of the employee. If employee is motivated his creativity and his performance will increase drastically and his performance will always be outstanding. But to keep the employees motivated at different levels is becoming a challenge for the organizations and the HR people.

Findings
As above data show that the people in the organization wants not only monetary but they also wants the non-monetary benefits in the way of recognition in public and other rewards. In all, it is the mix pool of all the views of HODs, managers and staff employees where overall view is that people at different level always requires the different kind of rewards which prove the MASLOWs need hierarchy theory very right at organizational level. The response of all the people in organization towards this program is very positive and they all have given some good views and also they have provided with good quality response which is very helpful during making the motivational policy and implementation phase of the program. Monthly monitoring of every employee and best performer by superiors. Rewards should be given as per performance. Promotion should be given to consistent best performers of last six months.

Suggestions
1. Program for individual employees: As MRM is held every month, each department head should keep a watch on each and every employee and whoever performs best in that month in his department. HOD should give his name to the CEO/COO. After each and every department gives their employees name, HR department will organize one monthly program. In which all those people whom CEO/COO will also consider as the best performer for the month should be given some incentives like Movie tickets, gifts, shopping vouchers, dinner parties, paid trips, outings etc. If any employee gets this reward continuously for three months will get some amount as bonus for his outstanding performance during that quarter. If management found that the person is performing above average for more than six months in that condition he will be eligible for increment or promotion. If management found the name given by HOD is not performed well or decision of HOD is biased in that condition management can take other peoples views and take the decision on that basis or can do the double filter system for the purpose of removing the chances of biased decision. Every month the list of best performers will be put on notice board. Every months rewards should be given by CEO/COO in presence of all the HODs and staff.

Bibliography/References
1. K. Aswathappa Organisational Behavior Himalaya Publishing House Girgaon, Mumbai 6th revised and enlarged Edition, 2005.
2. Gary Dessler Human Resource Management

3. www.google.com 4. www.yahoo.com