Table of Contents

Sr. No.

Topic

Page No,

Introduction

History And Information About The Company

Objectives Of Study

Rationale Of The Study

Research Problem

Hypothesis

Research Methodology

10

Overview

11

Process of Employee Motivation

13

Literature Review

14

Experiment By Mayo

15

Conceptual Framework

18

Data Compilation and Analysis

19

Findings and Recommendations

31

Conclusion

34

Conclusion

35

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CHAPTER I
INTRODUCTION
The notions of motivation and work performance have become a popular driving
force behind most successful organisations. Genesys International Corporation
Limited has made numerous efforts towards the motivation of its workers but the
challenge facing the implementation of these measures continues to persist. This study
is undertaken in Genesys International Corporation Limited and its focus is geared
towards establishing reasons why workers are not performing satisfactorily, what
motivational measures are in place and what can be done to ensure there is
improvement. The study is both qualitative and quantitative and an exploratory
approach was used. In order to respond to the research questions, purposive sampling
was done and 25 respondents were selected from the pool of workers. The study also
used three motivational theories to explain how people can be best motivated as well
as an insight of the human resource management paradigm. It was also able to make
an overview of the efforts made by the human resource office to ensure workers are
motivated to perform well and the performance of the Company. A detailed analysis is
made based on the responses from the questionnaires from middle cadres.

Finally the conclusion of the study is not firm because of various issues.
Contradicting issues raise a lot of doubts in the researchers mind and it is only
through further research that clarity can be put to some of these issues. The researcher
is not confident to come up with an absolute position that workers at the Company,
Genesys International Corporation Limited are not so dissatisfied with motivation and
that performance is good but the findings support that position. As stated earlier there

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is need for more research.

It is widely recognized in the human resource literature that promotion of the

motivation of workers in both private and public organisations leads to a higher
quality of human resources and optimum performance. Consensus is also growing
among managers about the significance of combining good human resource
performance approaches on motivation incentives to encourage good performance.
The notions of motivation and work performance have become a popular driving
force behind most successful organisations.

Genesys International Corporation Limited, a listed public company in the private

sector, is not an exception and the notion of workers motivation and good
performance outcomes is not new. As the organisation seeks to improve its workers
performance severe challenges exist to achieve the overall objective of the
organisation to extend adequate motivational incentives to its entire population.
Motivation theory can help us to consider the different investments which can be
made in people. Investment in workers through motivational measures are made today
with the hope of future benefits for an organisation.

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HISTORY AND INFORMATION ABOUT THE COMPANY

Genesys is an advanced mapping, survey and geospatial

services firm. Its close to 800 professionals have worked on
some of the worlds most challenging projects. The firm has a
unique blend of understanding the emerging consumer
applications around mapping technology as well as has
capability on the enterprise side to offer solutions revolving state of art remote
sensing, LiDAR, aerial survey and Photogrammetry solutions. It has one the largest
LiDAR acquisition and processing capabilities in the world.

Genesys is a pioneer in providing advanced survey and mapping solutions to

Enterprises in the Telecom and Infrastructure verticals for fiber network roll out and
maintenance, urban transportation and new city planning. Over the last few years
Genesys has gained rich experience in providing such services and solutions to some
of the leading players in these verticals.

Genesys provides a comprehensive advanced survey and mapping solutions

addressing the needs of the Urban Local Bodies, Municipalities and other
Government agencies in the areas of Property Tax assessment validation, hawker
management, hoarding / billboard management, road deformation assessment, land
information management, parcel mapping, 3D modeling etc. Genesys has vast
experience in providing geospatial services and solutions to Government bodies in
India, Middle East, Africa, Europe and North America.

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WoNoBo.com is an Internet service built by Genesys International Corporation, an

advanced geospatial technology company with close to 2,000 employees working on
complex mapping projects. Genesys was recently listed by Forbes Magazine among
Asia's Best under a Billion companies. The team which includes remote sensing
experts, urban planners, social scientists and Internet buffs passionately believes
that new age mapping platforms like Wonobo.com can help drive change in society.

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Being Number One

Indias first hyper local search platform

Indias first urban information system for smart city

Indias Largest Real Estate Database

Indias first Non-Government Company to start

photogrammetry mapping

Indias first Company to start Ortho Photo

Production

Indias first Company to do a large scale mapping of

a Country Kuwait

Indias first Company to start processing LiDAR

data for global market

Indias

first

Company

to

carry

out

aerial

photography and supply finished product over 59

cities covering the US and 14 countries in Europe

Indias first GIS Company to achieve ISO

9001:2008 and ISO 27001:2005
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OBJECTIVES OF THE STUDY

The main objective of this study is to identify obstacles hindering workers
performance, in Genesys International Corporation Limited.

The specific objectives are:

1.

To establish which motivational measures are currently in place and how

effective are these.

2.

To establish whether a positive relationship exists between motivational measures

and improved performance.

3.

To establish ways to improve the performance and motivation of workers.

4.

To prove any one of the hypothesis in the subsequent pages

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RATIONALE OF THE STUDY

The research study will help to inform Genesys International Corporation Limited
about the motivational problems and develop strategies to minimise the problems. The
research will also help the managers and the workers, to realise their obligations and
responsibility towards, the good performance of the organisation. The research will
also inform the policy makers to find ways to curb the present undesirable situation
and to understand pertinent motivational issues in regards to the organisation. The
research will in totality help to revive the organisation to a good functional state and
somehow guarantee its effective and smooth existence.

RESEARCH PROBLEM
As a research question, the research seeks to answer what role does motivation play in
enhancing performance in organisation. This will be possible through analysis of
information gathered from employees at Genesys International Corporation Limited.

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HYPOTHESIS

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RESEARCH METHODOLOGY

Data Collection Method

Primary method of data collection was used to draw inferences for the research.
Face to Face interviews were undertaken to accomplish the goal of clarity in the
answers. Face to face setting helped the researcher to distinguish the differences
between symptoms and problems by revealing several unexpected factors of the
problem. And not just that, it also helped in finding a better ways in which
employees can be motivated and be satisfied at their work places.

Sample Size
A total of 25 employees, belonging to different departments, were interviewed.
All these employees belonged to various demographic groups based on age,
gender and income.

Limitations of Study
The people interviewed were of the middle cadres. The Upper and Lower cadres
were excluded as they constituted a very small portion of the organisation. Also,
lack of time at the disposal of both the researcher and the respondent might cause
a decrease in the qualitative aspect of the research.

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OVERVIEW

Motivation
Motivation by definition refers to what activates, directs human behaviour and how
this behaviour is sustained to achieve a particular goal. Also it can be defined as the
set of processes that arouse, direct and maintain human behaviour towards attaining
some goals.

Jones (1955) argues that Motivation is concerned with how behaviour gets started, is
energised, is sustained, is directed, is stopped and what kind of subjective reaction is
present in the organisation while all this is going on.

Role of financial motivation

The potential role of money as
(1) conditioned reinforce
(2) an incentive which is capable of satisfying needs
(3) an anxiety reducer
(4) serves to erase feelings of dissatisfaction

Employee satisfaction
This refers to the positive or negative aspects of employees altitude towards their
jobs or some features of the job

Organisational Goals

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A concept, which refers to the focus of attention and decision-making among

employees of a sub-unit.

Organising
This involves the complete understanding of the goals of organisation, the necessity of
proper co-ordination, and the environmental factors that influence the goals and
employees within the organisation.

Employee attitudes
Mental state of readiness for motive arousal.

Performance
(a) The act of performing
(b) of doing something successfully
(c) using knowledge as distinguished from merely possessing it

A performance comprises an event in which generally one group of people (the

performer or performers) behave in a particular way for another group of people.

Efficiency
The ratio of the output to the input of any system. Economic efficiency is a general
term for the value assigned to a situation by some measure designed to capture the
amount of waste or "friction" or other undesirable and undesirable economic features
present. It can also be looked as a short run criterion of effectiveness that refers to the
ability of the organisation to produce outputs with minimum use of inputs.

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PROCESS OF EMPLOYEE MOTIVATION

The figure illustrates that the process begins because of tension within drives or needs
of an employee. Next there is a search within the company or groups or within
employee to fulfil his desires. When the employee is satisfied with his financial
motivation he redefines his desires and needs and the process is initiated again.

These groups of researchers were over the years divided into what was later labelled
the content and process theories of motivation.

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CHAPTER II
LITERATURE REVIEW
According to Greenberg and Baron, this definition could be divided into three main
parts. The first part looks at arousal that deals with the drive, or energy behind
individual(s) action. People turn to be guided by their interest in making a good
impression on others, doing interesting work and being successful in what they do.
The second part refers to the choice people make and the direction their behaviour
takes. The last part deals with maintaining behaviour clearly defining how long
people have to persist at attempting to meet their goals.

It can be observed that, motivation in general, is more or less basically concerned

with factors or events that moves, leads, and drives certain human action or inaction
over a given period of time given the prevailing conditions. Further more, the
definition suggests that there need to be an invisible force to push people to do
something in return. It could also be deduced from the definition that having a
motivated work force or creating an environment in which high levels of motivation
are maintained remains a challenge for todays management. This challenge may
emanate from the simple fact that motivation is not a fixed trait as it could change
with changes in personal, psychological, financial or social factors.

For this thesis, the definition of motivation by Greenberg & Baron is adopted, as it is
more realistic and simple as it considers the individual and his performance.
Greenberg & Baron define motivation as:
The set of processes that arouse, direct, and maintain human behaviour towards
attaining some goal.

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EXPERIMENT BY MAYO
Elton Mayo selected two women and made those women to pick four other workers of
their choice from the assembly line. He then separated them from the other workers in
the factory and placed them under the watch of a supervisor, who acted more friendly
than in a displinarian way. Mayo made changes more frequently in their working
conditions.

Another group of workers was deployed in the assembly telephone relay that was
made of about forty different parts, which had been fixed together by the girls. His
aim was to measure, the basic rate of output in relation to how the environment
changes.

Under normal conditions, in duration of a forty eight hour week, including Saturdays
and no stops for rest, the girls were able to produce an output of 2,400 relays a week
each.

He then had the following conditions of work and production outcomes. When the
girls were made to do piece work for 2 months, output was raised.

When they were offered a break that lasted for five minutes, one in the morning hours
and another in the afternoon hours for a period of 1 month and one week, production
increased once again.

The breaks were then prolonged to duration of ten minutes and output rose highly.

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He then introduced more frequent six to five minutes breaks and the girls complained
that their work rhythm was broken by the frequent stops and output decreased only a
little.

The original break was returned, with a provision of a hot meal during the morning
hour break and output was raised further still.

The work day was then made short to end at 4.30pm instead of 5.00pm and
production went up. When the work day was made shorter to end at 4.00pm, output
went off.

Finally, all the improvements were removed, and the initial conditions before the
experiment were returned and they were observed in this state for twelve more weeks.
Output was the highest ever experienced with an average of 3000 relays a week.

Mayo therefore came up with the following conclusions:

Aptitudes of individuals are not perfect predictors of job performance, although they
give the physical and mental potential of the individual, the amount produced is
strongly influenced by social factors

The study also showed that the kind of relation that supervisors develop with workers
tends to have a significant influence in the manner in which workers carry out
instructions.

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He also concluded that work groups tend to develop the norm of what they consider to
be a fair days work.

Finally the need to be recognised, to feel secure and have a sense of belonging is more
important in determining workers morale and productivity than the physical
conditions under which the person is made to work.

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CONCEPTUAL FRAMEWORK

Unsatisfactory Work Performance

Strategic Intervention

Performance Management Approaches

Good Work Performance

Good Organisation Performance

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CHAPTER III
DATA COMPILATION AND ANALYSIS

Question 1

Do you find you salary level to be adequate?

______________________________________________

Opinion
Yes

No

40%

60%

60% of the employees interviewed were of the opinion that the remuneration
paid to them was way below par as compared to the industry standards. A
further analysis shows that the Companys financial health doesnt support an
increase in the CTC.

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Question 2

Do you find the working conditions effective to

encourage good performance?
______________________________________________

Opinion
Yes

No

Can't Say

12%
24%

64%

16 of the 25 employees interviewed stated that the working conditions and the
environment were not adequate enough to encourage them to work effectively.

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Question 3

Do you find the security over your job adequate?

______________________________________________

Opinion
Yes

No

4%

96%

The Company is undergoing a financial turmoil currently. This has led to

concerns amongst employees that they might lose their jobs. Except 1 employee,
all employees stated that they did not have job security. The reason of the
employee who said he was not worried about job security was that he was about
to retire in a year.

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Question 4

How effective do you find the supervision effective to

enhance your work performance?
______________________________________________

Opinion
Very good

Good

8%

Fair

Bad

Very Bad

4%

8%

52%
28%

The chart shows that supervision is perceived to be good at the organization.

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Question 5

Do you feel that sense of achievement while

performing your job?
______________________________________________

Opinion
Yes

No

32%

68%

In an attempt to establish whether the workers feel the sense of achievement

while performing their job, they were asked this question. A majority of them
agree to have that feeling while doing their jobs.

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Question 6

Do you feel that you are recognized in your job?

______________________________________________

Opinion
Yes

No

36%

64%

Many employees feel that they are recognized by their superiors at the job and at
the same time, by the organization at large.

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Question 7

Does your job offer you the possibility of advancing

from one position to another?
______________________________________________

Opinion
Yes

No

24%

76%

76% of the employees feel that they are not given adequate chances to advance in
their careers. Training employees in their respective fields has taken a back seat
in the organization.

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Question 8

What is the biggest stumbling block in the Company

according to you?
______________________________________________

Opinion
Organisation Leadership

HR Team

Colleagues

Self

4%

44%
44%

8%

People perceived that their colleagues and the people controlling the organization
as the biggest hindrance for the organization and their personal achievement.

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Question 9

Do you feel that your talents are put to use

appropriately?
______________________________________________

Opinion
Yes

No

32%

68%

Majority of the people believe that their talents are not properly utilized. They
are forced to work on some projects to which they do not belong to, thereby
causing frustration in the minds of the employees.

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Question 10

When you make suggestions to your boss, does he/she

take you seriously?
______________________________________________

Opinion
Always

Sometimes

Rarely

Never

4%
28%

20%

48%

The opinions of the subordinates are rarely considered and the decision making
is often done by the bosses neglecting the views of subordinates. This gives the
employees a sense of non-belongingness to the employees.

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Question 11

Do you think constant supervision by your immediate

supervisor is a good technique to encourage you
performing well?
______________________________________________

Opinion
Yes

No

16%

84%

Employees want a feeling of being independent. They feel that the constant
supervision is an intrusion in their work and depicts a lack of confidence in their
work by the superiors.

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Question 12

What incentives do you want so that your performance

improves?
______________________________________________

Opinion
Accomodation

Performance Appraisal

Promotion

Transport

Training

Allowances

8%
4%

8%

52%

20%
8%

Since a majority of the employees are from other states, they require an
accommodation facility from their employers.

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CHAPTER IV
FINDINGS AND RECOMMENDATIONS

This chapter presents the main findings, conclusions and recommendations of the
study. The study sought to find out why performance levels in Genesys International
Corporation Limited are not satisfactory, what motivational measures exist in place to
boost workers motivation to perform well, whether there is a positive relationship
between good performance and motivation and what alternative measures can be
identified in order to improve performance.

The central assumption of the study was that motivation of workers can lead to good
performance while lack of motivation can create dissatisfaction and the resultant poor
performance.

The study set out to analyse the obstacles hindering workers performance, in Genesys
International Corporation Limited; that is reasons why workers are not performing
satisfactorily.
To establish which motivation measures are currently in place and how effective are
these.
To establish whether a positive relationship exists between motivational measures,
improved performance and what alternative measures can be identified in order to
ensure improvement in workers performance.

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The study has established that in general workers motivation in Genesys International
Corporation Limited is low, and it was recognised that motivation is necessary to
encourage good performance.

The study has realised that the salaries and allowances at the Company are very
inadequate and not able to meet peoples basic needs.

The managers feel that they are not getting enough support from their subordinates,
which in turn can also hinder good performance.

The study also indicates that performance in the Comapny is not satisfactory with
complaints being made by the general public.

Training funds are not found to be very adequate. This is a hindrance to good
performance.

The study also established that in some instances work regulations are not followed by
the employees.

The study has realised that office facilities at Genesys International Corporation
Limited are not sufficient to facilitate good performance.

The study has established that a weakness exists on the side of Management in the
manner in which subordinates are handled.

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MEASURES TO IMPROVE PERFORMANCE

The study established that the following alternative measures are identified to improve
the performance of the workers at Genesys International Corporation Limited:

Adequate salaries need to be paid to the workers.

Training funds should be made more adequate to meet workers training needs.

Supervision needs to be improved and adjusted to be more adequate to

promote good performance.

There is need to improve on the office facilities.

There is need to provide adequate transportation for official duty.

There is a need to provide housing accommodation to outstation employees.

Duties need to be clearly specified using the job specification documents.

The working conditions at Genesys International Corporation Limited need to

be improved.

There is need to provide more job security than before.

There is need for the top management to develop a management style that will
be embraced by the subordinates.

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CONCLUSION
This research study has substantially revised the large scale organizations and has also
reflected the changes that are taking place in the world of work and organizations.
Firstly, the ways in which different motivation approaches are affecting all aspects of
behavior in organizations has received increased attention in this research. This
research study has expanded the already extension coverage of the ways in which
work motivation and employee satisfaction are transforming, how people perform
their jobs, how teams function, and how organization achieve their goals. Secondly,
the increasing globalization of business and diversity of the workforce have led this
research study to discuss and present the many opportunities and challenges
globalization and diversity pose for understanding and managing organizational
behavior. Finally, the continuing advances made by organizational behavior scholars
and researchers as they develop new and improved theories and models to explain why
and how people and teams behave as they do has led the researcher to modify, update,
and refine his coverage of many different aspects of organizational behavior.

All in all, the research conducted proved the Second Assumption i.e H1 : Genesys
Employees are relatively lesser motivated.

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CHAPTER V
BIBLIOGRAPHY

A Review of Employee Motivation within Organisations : Sunil R.

The Managers Guide to Rewards : Tom McCullen

Fifty Years of Employees Motivation Surveys : Richmond and Stephen

Research Methodology in Commerce : Michael Vaz

www.igenesys.com

Annual Report 2014-15 : Genesys International Corporation Limited

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