Introduction:

Origin of the report:

In todays world only academic education does not make a student perfect to become competitive with the outside world. This term paper is highly needed to gain practical data, knowledge and experience.Grameenphone limited is a place where we would learn their telecommunicating service and their employee motivation policy. We faced a lot of problems to organize this term paper and I tried my best to fulfill this term paper. As instructed in the course schedule, we had to prepare a term paper of Employee Motivation of Grameenphone Limited supervised of Dr. Md. Morshed Hasan Khan, Assistant Professor, Depertment of Markrting, University of Dhaka.

Objective:
Two types of objectives are given below:

Broad objective:
To present an overview and brief introduction to GP To learn about the motivation approaches to employees used by GP To learn about dealing with employees

Special objective:
To gain a relationship between theoretical and practical learning real life situation of GP To identify the motivational factors of GP To identify the different sectors those have direct involvement with employee motivation To give some suggestions for the maintenance of employee motivation

Methodology:
Both primary and secondary forms of information have been used to prepare this report. The details of these sources are highlighted below. Primary sources: Discussions with the employees of GP Informal conversation with the employees of customer service Different manuals of GP

Secondary sources:

Annual report of GP Information regarding the telecommunication service Different books and periodicals related to the telecommunication Newspapers Website information sectors

Limitation:
Briefly, we face the following limitation during preparing the term paper: Since GP is a big corporation it was something difficult to us to prepare the term paper within this time. One of the main barriers was time shortage. Due to time shortage, details of many aspects of the motivational factors of GP have been skipped in this term paper. It was very difficult to collect adequate data from such a big corporation because of some divisional and confidential problems. We also faced some hierarchical formalities.

Employee Motivation of Grameenphone: Theory and practice

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The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership. These articles on motivation theory and practice concentrate on various theories regarding human nature in general and motivation in particular. Included are articles on the practical aspects of motivation in the workplace and the research that has been undertaken in this field, notably by Douglas McGregor (theory y), Frederick Herzberg (two factor motivation hygiene theory,) Abraham Maslow (theory z, hierarchy of needs), Elton Mayo (Hawthorne Experiments) Chris Argyris ,Rensis Likert and Vroom's Expectancy Theory.

Why study and apply employee motivation principles?

Quite apart from the benefit and moral value of an altruistic approach to treating colleagues as human beings and respecting human dignity in all its forms, research and observations show that well motivated employees are more productive and creative. The inverse also holds true. The schematic below indicates the potential contribution the practical application of the principles this paper has on reducing work content in the organization.

Motivation is the key to performance improvement:

There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if it's thirsty - so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must be motivated or driven to it, either by themselves or through external stimulus.

Performance is considered to be a function of ability and motivation, thus:

Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation.

Positive reinforcement / high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance

Motivation theorists and their theories:

Although the process of management is as old as history, scientific management as we know it today is basically a twentieth century phenomenon. Also, as in some other fields, practice has been far ahead of theory. .In fact this field has been so devoid of real fundamental work so far, that Herbert A. Simon is the first management theoretician to win the Nobel Prize for Economics in 1978. His contribution itself gives a clue to the difficulty, bordering on impossibility, of real fundamental work in this field concerned with people. In order to arrive at a correct decision, the manager must have all the information necessary relevant to the various factors and all the time in the world to analyze the same.

McGregor's Theory X and Theory Y

Douglas McGregor (1957) developed a philosophical view of humankind with his Theory X and Theory Y two opposing perceptions about how people view human behavior at work and
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organizational life. McGregor felt that organizations and the managers within them followed either one or the other approach:

Theory X

People have an inherent dislike for work and will avoid it whenever possible. People must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. People prefer to be directed, do not want responsibility, and have little or no ambition. People seek security above all else.

In an organization with Theory X assumptions, management's role is to coerce and control employees.

Theory Y

Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives (they are NOT lazy). Commitment to objectives is a function of the rewards associated with their achievement. People learn to accept and seek responsibility. Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem. People have potential.

Grameenphone Theory Implication:

Theory Y:
Grameenphone uses the theory Y in the employee motivation process. It gives them opportunity to work independently. It believes that the employees have the creativity, ingenuity, potential and self-direction to treat the customers and they take responsibility for their own interest. Sharing ideas and views with employees and taking an effective and efficient decision with the participation of employee is a common phenomenon here.

Theory X:
When an emergency situation creates in the organization grameenphone tends to take or apply theory X for the better interest of the organization. High official decision, strategically formulas and to protect organization from some uncared employees grameenphone sometimes apply theory X.

Herzberg's Hygiene and Motivational Factors

Frederick Herzberg was considered one of the most influential management consultants and professors of the modern postwar era. Herzberg was probably best known for his challenging thinking on work and motivation. He was considered both an icon and legend among visionaries such as Abraham Maslow, Peter Drucker, and Douglas MacGregor. Herzberg (1966) is best known for his list of factors that are based on Maslow's Hierarchy of Needs, except his version is more closely related to the working environment:

HERZBERG'S HYGIENE & MOTIVATIONAL FACTORS

Hygiene or Dissatisfies:

Working conditions Policies and administrative practices Salary and Benefits Supervision Status Job security Co-workers Personal life

Motivators or Satisfiers:

Recognition Achievement Advancement Growth Responsibility Job challenge

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Grameenphone Theory Implication:

As a leading telecommunication company grameenphone seems to be more careful about their standards of service and customer satisfaction. Dissatisfactory factors are generally not found but sometime policies and personal life factors create some dissatisfactory condition in the organization. Motivating factors often are easily found in the grameenphone as a leading company in this sector .Employees feels motivated with the statue, recognition such as the company always uses we in its recognition stage. Continuous growth and shareholders eagerness to this company motivates employee to have a chance to work with such a company.

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Maslow's Hierarchy of Needs

Unlike others researchers in the earlier days of psychology, Abraham Maslow's based his theory of human needs on creative people who used all their talents, potential, and capabilities (Bootzin, Loftus, Zajonc, Hall, 1983). His methodology differed from most other psychological researchers at the time in that these researchers mainly observed mentally unhealthy people. Maslow (1970) felt that human needs were arranged in a hierarchical order that could be divided into two major groups: basic needs and metaneeds (higher order needs):

Basic Needs are physiological, such as food, water, and sleep; and psychological, such as affection, security, and self-esteem. These basic needs are also called deficiency needs because if they are not met by an individual, then that person will strive to make up the deficiency.

Metaneeds or being needs (growth needs). These include justice, goodness, beauty, order, unity, etc. Basic needs normally take priority over these meta needs. For example, a person who lacks food or water will not normally attend to justice or beauty needs.

These needs are normally listed in a hierarchical order in the form of a pyramid to show that the basic needs (bottom ones) must be met before the higher order needs:

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5. Self-actualization knows exactly who you are, where you are going, and what you want to accomplish. A state of well-being. 4. Esteem feeling of moving up in world, recognition, few doubts about self. 3. Belongingness and love belong to a group, close friends to confide with. 2. Safety feel free from immediate danger. 1. Physiological food, water, shelter, sex.

Grameenphone Theory Implication:

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As a leading telecommunication company grameen phone seems to be more careful about their standards of service and employee motivation. As a human being employee here tends to find a good working life . standard salary which serves as basic need of an emoployee,job safety unless any kinds of unwanted occurrence works as safety needs, group working which fulfills belonging needs, GP uses we in their formal work standards this fulfills the recognition needs, the need is totally employee personal factor but as far as we know a high recognition is given for an employees total contribution in the organization through the whole life.

Chris Argyris Theory:

According to Argyris, organization needs to be redesigned for a fuller utilization of the most precious resource, the workers, in particular their psychological energy. The pyramidal structure will be relegated to the background, and decisions will be taken by small groups rather than by a single boss. Satisfaction in work will be more valued than material rewards. Work should be restructured in order to enable individuals to develop to the fullest extent. At the same time work will become more meaningful and challenging through self-motivation

Grameenphone Theory Implication:

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The employee motivation of Grameenphone mostly follow the small group based works rather than the boss based works and also they follow the satisfaction in workplace rather material rewards. They emphasize the work restructured in order to enable individuals to develop to the fullest extent. Grameenphone also tries to motivate their employees individually that their work time will become more meaningful and challenging through self motivation.

Rensis Likert Theory:

Likert identified four different styles of management:

exploitative-authoritative; benevolent-authoritative; consultative; participative.

The participative system was found to be the most effective in that it satisfies the whole range of human needs. Major decisions are taken by groups themselves and this results in achieving high targets and excellent productivity. There is complete trust within the group and the sense of participation leads to a high degree of motivation.

Grameenphone Theory Implication:

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Grameenphone uses these four types of styles to motivate their employees in their different situations when they face any types of employee motivation problems. When the employees dont be motivated then the company uses the exploitative-authoritative motivation program and also uses the benevolent-authoritative. By counseling they use the consultative motivation program and by the participation of all employees they user the participative motivation program.

Vroom's Expectancy Theory:

Vroom's Expectancy Theory (1964)states that an individual will act in a certain way based on the expectation (belief) that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. This motivational model has been modified by several people, to include Porter and Lawler (1968). Vroom's Expectancy Theory is written as a formula: Valence x Expectancy x Instrumentality = Motivation

Valence (Reward) = the amount of desire for a goal (What is the reward?) Expectancy (Performance) = the strength of belief that work related effort will result in the completion of the task (How hard will I have to work to reach the goal?) Instrumentality (Belief) = the belief that the reward will be received once the task is completed (Will they notice the effort I put forth?)

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Grameenphone Theory Implication:

The employee will work more and more when their outcome will be equal or more than their expectation. They will be also motivated when a relationship between what they want and what they get is positive. If the company evaluates their employees work then the employees will be motivated to do more work to gain performance reward and Grameenphone does these kinds of works for motivating their employees.

Theory Z:
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In THEORY Z, (William G. Ouchi 1981) describes the art of Japanese management and shows how it can be adapted to American companies. He takes readers behind the scenes at several U.S. corporations making the Theory Z change and shows step-by-step how the transition works. Ouchi also examines the corporate philosophies that have become blueprints for Theory Z success, and looks at the evolving culture of Z people in society. Professor Ouchi's new theory of management promises to change the way managers and employees alike think about their jobs, their companies, and their working lives. Theory Z, according to the best management minds in America, will soon take its rightful place in everyone's business vocabulary.

Grameenphone Theory Implication:

Grameenphone uses this theory when they face the problem of change their internal and external changing program in their organization. The management of Grameenphone promises to change the way managers and employees alike think about their jobs, their companies, and their working lives.

Organization Profile:

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Organization Vision:
We exist to help our customers get the full benefit of communications services in their daily lives. Were here to help.

Organization Mission:
Grameenphone is the only reliable means of communication that brings the people of Bangladesh close to their loved ones and important things in their lives through Unparalleled network, relevant innovations & services. Organization Values: MAKE IT EASY Everything we produce should be easy to understand and use. We should always remember that we try to make customers lives easier. KEEP PROMISES Everything we do should work perfectly. If it doesnt, were there to put things right. Were about delivery, not over-promising. Were about actions, not words. BE INSPIRING Were creative. We bring energy and imagination to our work. Everything we produce should look fresh and modern. BE RESPECTFUL We acknowledge and respect local cultures. We want to be a part of local communities wherever we operate. We want to help customers with their specific needs in a way that suits way of their life best.

Board of Directors

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The Board of Directors and the Management Team of Grameenphone are committed to maintaining effective Corporate Governance through a culture of accountability, transparency, well-understood policies and procedures. The Board of Directors and the Management Team also ensure maintaining of compliance with all applicable laws of Bangladesh and internally developed policies, procedures and controls.

Chairman Sigve Brekke Directors Nurjahan Begum Hilde Tonne M. Shahjahan Per Erik Hylland Md. Ashraful Hassan Knut Borgen Snorre Corneliussen Independent Director Dr. Jamaluddin Ahmed FCA

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Management Team

Oddvar Hesjedal, Chief Executive Officer Raihan Shamsi, Deputy CEO & Chief Financial Officer Frode Stoldal, Chief Technology Officer Arnfinn Groven, Chief People Officer Kazi Monirul Kabir, Chief Communications Officer Arild Kaale, Chief Marketing Officer Mahmud Hossain, Acting Chief Corporate Affairs Officer

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Literature review:

The project work entitled a STUDY ON EMPLOYEE MOTIVATION with Grameenphone Ltd; Grameenphone is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Grameenphone Ltd. 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. 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. Hence this studies also focusing on the employee motivation among the employees of Grameenphone Ltd.

Findings:
To finish this term paper, we find that Grameenphone covers a lot of works for the motivation of their employees. As Grameenphone is the largest telecommunication company in our country so their employee motivation is more better than the other telecommunication company. Especially Grameenphone uses the consultative and supportive leadership program for motivating their employees in the workplace so that they can easily improve the productivity. After the entire employee motivation of Grameenphone Limited is more appreciated than others.

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Conclusion:
There is no simple answer to the question of how to motivate people. Can money motivate? Yes, but money alone is not enough, though it does help. We have discussed some of the pertinent theories bearing on human motivation and this is balanced by some of the practical factors which can lead to excellence. Human resource remains the focal point and leadership the critical component, and motivation has to be 'tailored' to each individual. The next section deals with an important mode of motivation, namely financial aspects of rewarding employees.

Recommendation:
The recommendations for Grameenphone Ltd. should follows which are given bellow: As a competitive market, the company should become more innovative and competitive for their own benefit. As Grameenphone is the largest organization so they should improve their customer satisfaction and employee motivation system. For motivating employee they should give the employees some incentive and promotional packages. They should ensure the safety working conditions for the motivating employees for their own betterment. They should give the profit sharing opportunities for the employees that employees will be motivated to work more and more. They should give the emphasis on the empowerment of employees.

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References:
David A. DeCenzo, Stephen P. Robbins (2007-2008), Fundamentals of Human

Resource Management 8th edition, Liberty of congress cataloging-in-publication Data (34-52)

John W. Newstorm, Keith Davis-Organizational Behavior: human behavior at work-11th

edition, Tata McGraw-Hill Edition (2003-2004). Argyris, Chris (1994). Good Communication That Blocks Learning. Harvard Business Review, 72(4), 77-85. Argyris, Chris and D. Schoen (1996). Organizational Learning II: Theory Method, and Practice. Reading, MA: Addison-Wesley. www.wikipedia.com. www.google.com.

Appendix:
McGregor's Theory X and Theory Y Herzberg's Hygiene and Motivational Factors Maslow's Hierarchy of Needs Chris Argyris Theory: Rensis Likert Theory: Vroom's Expectancy Theory: Theory Z:

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