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Abstract:
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 Industries.
Motivational receptiveness and potential in everyone changes from day to day, from
situation to situation. Get the alignment and values right, and motivational methods work
better. Motivational methods of any sort will not work if people and organisation are not
aligned. People are motivated towards something they can relate to and something they
can believe in. Times have changed. People want more. The foundation is a cohesive
alignment of people's needs and values with the aims and purpose of the organization.
Managers are responsible for providing a working environment conducive to
long-term employee motivation. Effective motivation comes from within. Regular
contact with employees will assist identification of motivating factors. Recognition of
personal achievement is vital. Managers should ensure all employees feel their work
makes an important contribution to the success of the organisation.
To Motivate - as a definition means "give an incentive for action." For the small
business owner, motivation is a huge factor for either the success or demise of your
company. You need to devise an "employee motivation program".
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Chapter 1
Introduction:
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Every person has their own set of motivations and personal incentives to work
hard or not as the case may be. Some are motivated by recognition whilst others are
motivated by cash incentives. Whatever the employees motivation, the key to promoting
that motivation as an employer is understanding and incentive.
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Chapter 2
PROFILE OF COMPANY:
AIS TECHNOLOGIES
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AIS Technologies www.ais.com
Mail: arun.ais@hotmail.com
AIS
With our extensive design and marketing experience we will customize your website
to suit the needs of your customers. We make our service a beautiful experience for
you. We ensure that you are informed about the progress at every stage and take
your feedback to deliver the best product. AIS provide assistance ranging from
Enterprise-wide web solutions to customized web-design and database-oriented
projects.
At AIS Client satisfaction has always been our priority and our services are client
friendly as we do our services at a very much affordable rates. We are very flexible
in the service once the project is completed; so far we have helped many of our
clients works update mostly free of cost or to very minimal charges.
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AIS Technologies www.ais.com
Our Vision
* To emerge as a leader and expert using enterprise
web solutions
in the SME segment.
* To launch new lines of business across multiple networks.
* To bring new revenue-generating projects to market quickly.
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TECHNOLOGIES
Web Designing:-
Web Development:-
System Applications:-
Multimedia Solutions:-
Services:-
Website Designing,
Website Re-Designing,
Logo Designing,
E-Commerce Applications
Content Management System,
Auction Applications,
ZenCart, Oscommerce, Wordpress, Installation and customization
Paypal, Google, Authorize .Net, 2Checkout, Credit Card Processing Payment
Module Integration
Presentation Cd’s
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Flash Websites
3D Architects and Visualization’s
Application Development
Enterprise Integration
ERP and CRM Applications
PHILOSOPHY
The business philosophy of the company is to lay emphasis on Human Values and
Personal Relations. Great stress is laid on proper communication, transparency and
human relations, which forms an integral part of the corporate culture. We not only
develop products but we develop relationships.
We believe in teamwork. With every new day the quest for acquiring new
competencies continues. Forever searching, experimenting, innovating, learning,
moving ahead with our sincere efforts and dedication, shaping the future, and
challenging our competencies to create new opportunities, is a never-ending process
in the company. Our doctrines are,
Keep It Simple!
There’s no reason why individuals who wish to be involved in the Internet, need to
have sophisticated technical knowledge and the ability to write and understand HTML
protocol.
Those who know technology or need the most from it will be suitably impressed with
our high-tech equipment. If it’s current, we have it; if it’s new, we’ll be one of the
first to get it!
Make it affordable!
AIS programs are almost always one third to one half the cost of comparable
services. This supports our mission of creating greater access to a greater number of
people.
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Chapter 3
• 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.
• Worker will tend to be 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.
• The rates of labor’s turnover and absenteeism among the workers will be low.
• There will be good human relations in the organization as friction among the
workers themselves and between the workers and the management will decrease.
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• The number of complaints and grievances will come down. Accident will also be
low.
• There will be increase in the quantity and quality of product. Wastage and scrap
will be less. Better quality of products will also increase the public images of the
business.
Applying our years of employee research experience and expertise, Infosurv can
help compose a highly relevant survey instrument that will yield sound and valid
conclusions while achieving the maximum survey response rate possible.
As an optional service, one of our experienced PhD level researchers can work
interactively with the client to create an employee motivation survey questionnaire "from
scratch" tailored specifically to their information needs and strategic objectives.
Alternatively, we can begin with one of our professionally- designed employee
motivation survey templates and then work interactively with the client to customize the
survey to their specific needs.
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this particular organization; the organizations can achieve the efficiency also to develop a
good organizational culture. Motivation has variety of effects. These may be seen in the
context of an individual’s physical and mental health, productivity, absenteeism and
turnover. Employee delight has to be managed in more than one way.
Our standard employee motivation surveys cover nearly every facet of employee
motivation, including:
• Overall satisfaction
• Corporate culture
• Supervisor relations
• Training
• Pay and benefits
• Work environment
• Communications
Our standard employee motivation surveys are comprehensively designed to identify and
isolate key independent and dependent variables.
• Supervisor relations
• Pay and benefits
• Work environment
• Corporate communications
• Overall satisfaction
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• Likelihood to recommend
• Likelihood to stay
• Employee loyalty
• Motivation to learn is critical. Adult learners need to feel they will benefit from
the training.
• Adults retain what is relevant to them and what they need to do their job. If they
see where they will apply the information, they will be motivated and learn better.
• People learn in different ways and at different speeds.
• People learn best by doing which includes active participation in the learning
process.
• Adults will learn best if a variety of training material is used. Everyone does not
learn the same way. Use a variety of methods of presenting material, which
provides different ways to learn.
• Reinforce learning by praise and rewards. The employee who is praised and/or
rewarded for applying what they have learned may give incentives to other
employees to improve their knowledge.
• Treat adult learners with respect. There is no such thing as a "dumb" question. If
more information is needed, perhaps the meaning was not clear. Adults embarrass
easily and need positive feedback to overcome feelings of inadequacy.
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• Short sessions (15-60 minutes) are most effective. Vary the method of
presentation so learners will not be bored.
• Learners like feedback on their ability to apply what they have learned. Evaluate
and inform learners of their progress.
• Know the level of understanding of the adult learners and present material they
can easily understand. When employees know what is expected and how to do it,
the usual result is satisfactory performance.
Chapter 4
Age at which the worker is working will give some demographic satisfaction to
the worker. Normally the youth are dissatisfied when compare to old aged people because
they are expecting more advanced activities.
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CHART: NO. 2.1
AGE WISE CLASSIFICATION
58
60 58
50
31
Percentage
40
30 31
11
20
10
11
0
21-25
25-30
Above 30 yrs
Age
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TABLE: NO. 2.2
1 Male 78 78
2 Female 22 22
Inference:
From the above table, we infer that 78% respondents were male and 22% of
respondents were female.
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CHART: NO.2.2
80 78
70
60
50
40
30
20 22
10
Male
Female
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Figure 2.2 Details Regarding the Respondents Gender
MARITAL STATUS
1 Married 20 20
2 Unmarried 80 80
Inference:
From the above table, we infer that 20% respondents were married and 80% of
respondents were unmarried.
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CHART: NO.2.3
Percentage of Respondents
80 80
70
60
50
40
30 20
20
10
0
3-D Column 1
Married
Unmarried
Marital Status
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TABLE: NO. 2.4
QUALIFICATION WISE CLASSIFICATION
Man works to earn. Every employee in the organization will expect a reasonable
pay for the job done by them. This reasonable pay may help to increase the job
satisfaction to a certain extent.
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CHART: NO. 2.4
INCOME WISE CLASSIFICATION
48
B.E/B.TECH
28
PG
Income
24
UG
0 20 40 60 80
Percentage
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TABLE: NO .2.7
EXPERIENCE WISE CLASSIFICATION
Experience is the major factor considered in the job. This experience of a person
job may expect the reasonable salary for the work done.
EXPERIENCE
S.NO. NO. OF RESPONDENTS PERCENTAGE
(IN YEAR)
1 Fresher 35 35%
2 1-3 45 45%
3 Above 3 yrs 20 20%
Total 100 100
The above table shows that, out of 100 respondents, 35% of the respondents had
experience below Fresher, 45% of the respondents had experience between 1 - 3 years,
and 20% of the respondents had more than 3 years of experience.
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CHART: NO. 2.7
EXPERIENCE WISE CLASSIFICATION
50
45
40
35
Percentage
20
30
25
45
20
35
15
10 20
5
0
Fresher 1 to 3 yrs Above3 yrs
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Inference:
The above table shows that, out of 100 respondents, 40% of the respondents were
Developer controllers, 22% of the respondents were belonging to Admin, 33% of the
respondents were belonging to Team leader and 5% of the respondents were belonging to
software tester.
.
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CHART: NO .2.6
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
DESIGNATION
40
45
40 40
33
35
33
Percentage
30 22
25
20 22
15
10
5
5
0 5
DEVELOPER
ADMIN
TEAMLEADER
TESTER
Designation
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TABLE: NO. 2.7
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SUPPORT FROM THE ORGANIZATION
SUPPORT
FROM NO. OF RESPONDENTS PERCENTAGE
ORGANIZATION
SATISFIED 40 40%
NEUTRAL 40 40%
DISSATISFIED 20 20%
Total 100 100
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CHART: NO .2.7
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SUPPORT FROM THE ORGANIZATION
80
40
70 40
60
50
40
20
30
20 40 40
10
20
0
SATISFIED
NEUTRAL
DISSATISFIED
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TABLE: NO. 2.8
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
MANAGEMENT MOTIVATING THE EMPLOYEE
MANAGEMENT
IS INTEREST
IN NO. OF RESPONDENTS PERCENTAGE
MOTIVATING
EMPLOYEE
AGREE 28 28%
NEUTRAL 62 62%
DISAGREE 10 10%
Total 100 100
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CHART: NO .2.8
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
MANAGEMENT MOTIVATING THE EMPLOYEE
45 28
40
35
Percentage
30 62
25
20
10
15
28
10
5 10
0 MANAGEMENT IS INTEREST
AGREE NEUTRAL DISAGREE IN
MOTIVATING EMPLOYEE
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TABLE: NO. 2.9
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
INCENTIVE TYPES
TYPE OF
NO. OF RESPONDENTS PERCENTAGE
INCENTIVES
FINANCIAL 40 40%
NON-
48 48%
FINANACIAL
BOTH 12 12%
Total 100 100
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CHART: NO .2.9
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
INCENTIVE TYPES
12
BOTH 12
48
TYPE OF
NON-FINANCIAL 48
INCENTIVES
40
FINANACIAL 40
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TABLE: NO. 2.10
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SATISFIED WITH THE INCENTIVES PROVIDED BY
ORGANIZATION
TYPE OF
SATISFIED
NO. OF RESPONDENTS PERCENTAGE
WITH
INCENTIVES
SATISFIED 58 58%
NEUTRAL 30 30%
DISSATISFIED 12 12%
Total 100 100
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CHART: NO .2.10
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SATISFIED WITH THE INCENTIVES PROVIDED BY
ORGANIZATION
45
40
35 58
Percentage
30
30
25 58
20
15
30 12
10
12
5
0
SATISFIED NEUTRAL DISSATISFIED
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TABLE: NO. 2.11
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
INCENTIVES AND OTHER BENEFITS INFLUENCE
PERFORMANCE
TYPE OF
INFLUENCE
NO. OF RESPONDENTS PERCENTAGE
PERFORMANCE
INFLUENCE 62 62%
DISINFLUENCE 31 31%
NO OPINION 7 7%
Total 100 100
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CHART: NO .2.11
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
INCENTIVES AND OTHER BENEFITS INFLUENCE
PERFORMANCE
45 62 62
40
31
35
31
Percentage
30
25
20
15
7
10 7
5
0
INFLUENCE NO OPINION
TYPE OF
INFLUENCE PERFORMANCE
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TABLE: NO. 2.12
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH
ARE CONNECTED TO DEPARTMENTS
DECISION
MAKING WHICH
ARE
NO. OF RESPONDENTS PERCENTAGE
CONNECTED TO
YOUR
DEPARTMENTS
YES 84 84%
NO 26 26%
Total 100 100
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CHART: NO .2.12
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
MANAGEMENT INVOLVE UOU IN DECISION MAKING WHICH
ARE CONNECTED TO DEPARTMENTS
26
26
84
84
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TABLE: NO. 2.13
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
REASONABLE PERIODICAL INCREASE IN SALARY
REASONABLE
PERIODICAL
NO. OF RESPONDENTS PERCENTAGE
INCREASE IN
SALARY
AGREE 74 74%
NEUTRAL 16 16%
DISAGREE 10 10%
Total 100 100
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CHART: NO .2.13
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
REASONABLE PERIODICAL INCREASE IN SALARY
45
40 74
35
Percentage
30
25 74 16
20 10
15
10 16
5
10
0
AGREE NEUTRAL DISAGREE
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TABLE: NO. 2.14
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR JOB
SECURITY EXISTS IN THE ORGANIZATION
SECURITY
EXISTS IN THE NO. OF RESPONDENTS PERCENTAGE
ORGANIZATION
AGREE 87 87%
NEUTRAL 7 7%
DISAGREE 6 6%
Total 100 100
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CHART: NO .2.14
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SECURITY EXISTS IN THE ORGANIZATION
45 87 87
40
35
Percentage
30
25
20
15
10 7
7 6
5 6
0
AGREE
NEUTRAL
DISAGREE
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TABLE: NO. 2.15
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
RELATIONSHIP WITH COLLEAGUE
RELATIONSHIP
WITH NO. OF RESPONDENTS PERCENTAGE
COLLEAGUE
YES 82 82%
NO 28 28%
Total 100 100
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CHART: NO .2.15
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
RELATIONSHIP WITH COLLEAGUE
82
45 82
40
35 28
Percentage
30
28
25
20
15
10
5
0
YES
NO
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TABLE: NO. 2.16
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
EFFECTIVE PERFORMANCE APPRAISAL SYSTEM
EFFECTIVE
PERFORMANCE
NO. OF RESPONDENTS PERCENTAGE
APPRAISAL
SYSTEM
GOOD 56 56%
BEST 24 24%
POOR 10 10%
Total 100 100
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CHART: NO .2.16
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
EFFECTIVE PERFORMANCE APPRAISAL SYSTEM
10
EFFECTIVE POOR 10
PERFORMANC 24
E APPRAISAL
SYSTEM BEST
24
56
GOOD
56
0 10 20 30 40
Percentage
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TABLE: NO. 2.17
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
EFFECTIVE PROMOTIONAL OPPORTUNITES IN THE
COMPANY
EFFECTIVE
PROMOTIONAL
OPPORTUNITES
NO. OF RESPONDENTS PERCENTAGE
IN THE
COMPANY
GOOD 64 64%
BEST 28 28%
POOR 8 8%
Total 100 100
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CHART: NO .2.17
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
EFFECTIVE PROMOTIONAL OPPORTUNITES IN THE
COMPANY
64 64
45
40
35 28
28
Percentage
30
25
20
15
8
10 8
5
0
GOOD BEST POOR
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TABLE: NO. 2.18
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO
GET MOTIVATED
PERFORMANCE
APPRAISAL NO. OF RESPONDENTS PERCENTAGE
ACTIVES
AGREE 78 78%
NEUTRAL 12 12%
DISAGREE 10 10%
Total 100 100
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CHART: NO .2.18
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
PERFORMANCE APPRAISAL ACTIVES ARE HELPFUL TO GET
MOTIVATED
78 78
45
40
35
30
Percentage
25
20
12
15 10
12
10
10
0
AGREE NEUTRAL DISAGREE
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TABLE: NO. 2.19
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET
MOTIVATED
SUPPORT FROM
NO. OF RESPONDENTS PERCENTAGE
THE COLLEAGUE
AGREE 83 83%
NEUTRAL 15 15%
DISAGREE 2 2%
Total 100 100
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CHART: NO .2.19
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
SUPPORT FROM THE COLLEAGUE IS HELPFUL TO GET
MOTIVATED
83 83
45
40
35
30
Percentage
25
20 15
15
15
10
2
5
2
0
AGREE NEUTRAL DISAGREE
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TABLE: NO. 2.20
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
FACTORS WHICH MOTIVATES YOU THE MOST
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CHART: NO .2.20.1
CLASSIFICATION OF THE RESPONDENTS ABOUT THEIR
FACTORS WHICH MOTIVATES YOU THE MOST
20
40
15
18
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SUGGESTION
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CONCLUSION
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