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Index
PROJECT SYNOPSIS......................................................................4
HYPOTHESIS...........................................................................................5
STUDY METHODOLOGY................................................................6
COMPANY INFORMATION..............................................................7
EVALUATION PRPOCESS...............................................................8
MOTIVATION QUESTIONNAIRE.....................................................9
ANALYSIS OF DATA.....................................................................11
CONCLUSION..............................................................................17
RECOMONDATIONS....................................................................18
BIBLIOGRAPHY/REFERENCES...................................................19
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PROJECT SYNOPSIS
The objective of this project was to study the importance of
Motivation within an organization. Motivation refers to the
initiation, direction, intensity and persistence of human behavior.
Motivated employees always look for better ways to do a job.
Motivated employees are more quality oriented and more productive.
As Performance can be formulated as product of Ability and
Motivation, results occur when motivated employees are provided
with opportunity and resources.
The study revealed the overall Motivation level of the employees
with the current system. Impact of factors like Needs, performance
monitoring, feedback and behavior modifcation on the employees
Motivational levels has also been incorporated in the report. It was
observed that out of the 12 employees interviewed, 75% felt
motivated towards their work while rest 25% felt that motivational
level is average. None of the employees interviewed showed any
dissatisfaction towards the system.
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HYPOTHESIS
This study is based on Maslows Hierarchy of Needs Theory
which he often presented as a pyramid, with self-actualization at
the top as the highest of those needs (or conficts or tensions) in
ones life. The base of the pyramid is the physiological needs, which
are necessary for survival. Once these are taken care of (resolved),
an individual can concentrate on the second layer, the need for
safety and security. The third layer is the need for love and
belonging, followed by the need for esteem. Finally, Self-
Actualisation forms the apex of the pyramid. Maslow also proposed
that people who have reached self-actualization will sometimes
experience a state he referred to as "transcendence," in which they
become aware of not only their own fullest potential, but the fullest
potential of human beings at large.
In todays day and age, organizations have become aware of what
motivates the individual employee. Many organizations have woken
up to the concept of self-actualisation, and now actively encourage
their workforce to realize this, as also make available the necessary
resources to reach this stage. A self-actualised individual is always
an asset to the organization.
Employees with a certain level of lower educational qualifcation
and experience are not motivated enough to reach the self-
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actualization stage The aim of the study conducted was to fnd out
if these employees are more aware about the concept of self-
actualization, and if they are more committed to achieve the
maximum potential in their lives. Also an attempt was made to fnd
out if the jobs ofer the scope for self-actualization or self-
actualization is sought elsewhere.
STUDY METHODOLOGY
The study was conducted in the following stages:
1.The frst stage involved a study at Mahanagar Telephone Nigam
Limited, Thane. Information was gathered about HR practices
towards increasing employee Motivation, which are currently
practiced in the company.
2.The second stage involved preparing a questionnaire to analyze
whether the employee opinion about the existing system.
3.Data from questionnaires was formulated and analyzed.
The questionnaire asked the employees to rate the importance of
their personal motivational factors such as pay, growth, etc. and
factors which demotivated them on the job out of pay, future
growth, and the repetitiveness of the tasks. They were also asked to
rate the role these factors played when they chose this career, to
understand their motivation before they entered the feld. The
questionnaire also had questions about their total work experience
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to try to gauge for how long they had been performing similar tasks
to see if this had dampened their enthusiasm for the job.
The questionnaire was designed with the specifc objective in mind,
and avoided open-ended questions to make it simpler to understand
and fll up and analyze. I decided to prepare a close-ended
questionnaire to make it quicker and easier to fll up for the
employees so as not to take up too much of their time. The data
collected would also be easier to analyze as it would be totally
objective. I started with briefng the employees about my project and
taking their suggestions about what methodology I should use. This
helped me to get honest and ample response from them.
COMPANY INFORMATION
Mahanagar Telephone Nigam Limited (MTNL) is an Indian Government owned telephone service
provider in the cities of Mumbai,Thane, New Delhi, and Navi Mumbai in India. The compan was
a monopol until !""#, when the telecom sector was opened to other service providers. MTNL is one of
the lar$est service providers in India with annual turnover of Rs.4883 Crores. It
serves 10.96 Lakh consumers in Maharashtra State with a
committed pool of over 25000 employees.
Mission Statement
1.We, as professional company, rededicate ourselves to serve all
our customers by extending reliable and quality power supply
at reasonable and competitive tarifs so as to boost
agricultural, industrial and overall economic development of
Maharashtra.
2.We commit to Honesty, Integrity and Transparency in actions
to achieve higher standards of Consumers Satisfaction.
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3.We aim at achieving technological excellence and fnancial
turnaround for the overall beneft of the customers.
4.We will strive hard for system improvement and stress upon
preventive maintenance.
5.We will ruthlessly curb the theft of electricity.
Customer profle is as follows:
Sr NoCategory of consumers As on 31.03.2009
(in Lakh)
1 Domestic 39.86
2 Commercial 4.35
3 Industrial 1.12
4 Others 0.5
Total 44.69
EVALUATION PRPOCESS
Forming the questionnaire:
The questionnaire was so designed to frst fnd out the satisfaction
levels of the employees frst and an attempt was made to classify the
reasons of satisfaction/dissatisfaction on basis of Maslows
pyramid. Questions included also tried to gauge the utilization of
employee potential, their level of present responsibility and whether
they could handle more than the present level. An attempt was
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made to fnd out whether employees devoted their leisure to any
hobbies, which might give them scope for channelizing their
creativity and express themselves.
The important question addressed was whether employees were
willing to leave their jobs if their basic needs were satisfed. This
was to fnd out if they did introspection as to what they wanted to
do in life, or were happy with the present scheme of things. Many a
times, a job is undertaken for money/position/socialization sake,
and most of the youth is wasted by doing jobs which they dont like,
only to realize at the time of retirement that there is a lot which one
could have done.
I took suggestions from companys HR Manager from time to time to
modify the questionnaire and overall project.
MOTIVATION QUESTIONNAIRE
Name of Employee: _____________________
Designation: _____________________________
Department: ________________________
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Date of Joining: _______________
Educational Qualifcation : ______________
1. Is motivation critical factor in company growth?
Yes No Cant say
2. What really motivates you?
Promotion Salary Job Satisfaction
3. What kind of energy level you carry while working?
High Medium Low
4. What obstacles stop you performing the best work?
Work environment Work load Salary
5. Do you fnd fear of failure while working?
Yes No
6. Do you fnd personal growth in your company?
Yes No
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7. Are employee goals and company goals aligned?
Yes No
8. How do you feel about company you are working for?
Good Average Poor
9. How involved are employees in company development?
Fully Partly Rarely
10. Do you think your work allows you to stretch your skills
and talents to higher levels?
Full Satisfactory Poor
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ANALYSIS OF DATA
Educational Profle of Employee Surveyed
Work Experience wise break-up of Employees Surveyed
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1. Motivation as Critical Factor in Industry Growth
Yes -18 No - 0 Cant say - 2
2. Factor that motivates most
Promotion 5 Salary 5 Job Satisfaction - 10
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3. Energy level during work
High - 8 Medium - 7 Low - 5
4. Obstacles causing problems
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Work Environment 12 Work Load - 2 Salary - 5
5. Fear of Failure
Yes - 18 No 2
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6. Personal Growth in company
Yes 17 No - 3
7. Are employee Goals and company goals are aligned?
Yes - 15 No 5
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8. Feeling about company
Good - 9 Average 8 Poor 3
9. Employee involved in company development
Fully 6 Partly - 11 Rarely - 3
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10. Extent of use of ones skills and abilities
Full - 2 Satisfactory- 11 Poor 5
CONCLUSION
The aim of the study conducted was to fnd out the level of self-
actualization among diferent age groups. Prima facie, it is apparent
that education level and type of job determine whether an individual
will reach the self-actualization stage. However it would be wrong to
conclude that individuals with lower education level will never reach
that stage or every individual with higher education will necessarily
be a self- actualizing individual.
Above study related to motivation reveals that it is one of the
critical factors in the industry. Job satisfaction is the factor
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employees are more concern about but salary has given almost
equal importance. Survey fnds less fear of failure in employees and
high energy level to do work. Work environment can be main
obstacle for motivation. From the above data it is clear that they
can see personal growth in company. Also company is feel good
factor for employees but they still feel that employees are involved
partly in company development.

RECCOMENDATIONS
1.Company should work on Improving working environment
consulting employees about changes to be implemented.
2.Same importance should be given to job profle as job satisfaction
for what employee is concern about.
3.Employee should see personal growth with growing company
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4.Employee should be involved fully in all activities to get wide
exposure.
5.Company should see motivation as future investment
BIBLIOGRAPHY/REFERENCES
1.Website: www.mtnl.net.in
2.Organizational Behavior by Fred Luthans.
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3.www.wikipedia.org