Motivations

Introduction

N.M.D. College, Gondia 1

INTRODUCTION TO THE TOPIC

Performance results from the interaction of physical, financial and human resources.

The first two are inanimate; they are translated into "productivity" only when the human

element is introduced. However, the human element interjects a variable over which a

management has limited control. When dealing with the inanimate factors of production, a

management can accurately predict the input - output relationship and can even vary the

factor it chooses in order to achieve a desired rate of production. In dealing with employees,

however, an intangible factor of will, volition or freedom of freedom of choice is introduced,

and workers can increase or decrease their productivity as they choose. This human quality

gives rise to the need for positive motivation.

In fact, the level of the performance of an employee is a function of his abilities and

motivation. The first determiners what he can do, the second determines what he will do.

Where there is a strong positive motivation, the employee's output increase; but where it is

negative or a week positive motivation, his performance level is low. One of the key elements

in personnel management is motivation: "it is the core of management which shows that

every human being earnestly seeks a secure, friendly and supportive relationship which gives

him a sense of worth in face-to-face groups which are most important to him.... A supervisor

should strive to treat individuals with dignity and recognition of their personal worth.

McGregor has stated that "the task of management is to arrange organizational

condition and methods of operation so that people can achieve their own goals best by

directing their own efforts toward organizational objectives." Successful supervisors will be

those who integrate the goal-oriented action of individual workers with the pursuit of

organizational goals. The goals of the individuals of the organization can be achieved through

stimulating workers toward productive performance - called motivational process. It is a

process of arousing action, sustaining the activity in progress, and regulating the pattern of

activity. It attracts and initiates action and also serves as a factor in the continuation until

objectives have been attained.


DEFINITION

Motivation has been variously defined by scholars. Usually one or more of these

words are included in the definition: desires, wants, aims, goals, drives, motives and

incentives "Motivation" is a Latin word, meaning "to move." Human motives are internalized

goals within individuals.

As Berelosn and Steriner state "A motive is an inner state that energizes, activates, or

moves and directs or channels behavior toward goals." Stanford and Wrightman describe a

motive thus: “It is restlessness, a lack, a yen a force. Once in the grip of a motive the

organism does something. It most generally does something to reduce the restlessness, to

remedy the lack to alleviate yen, to mitigate force."


IMPORTANCE OF EMPLOYEE MOTIVATION

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.

Workers will tend to be as 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.

The number of complaints and grievances will come down. Accident will also be low.

There will be increase in the quantity and quality of products. Wastage and scrap will be less.

Better quality of products will also increase the public image of the business.


FACTORS THAT MOTIVATES EMPLOYEES

Empowerment:

Feeling trusted and empowered is a tremendous motivator.

Growth:

Feeling that they are growing and developing personally

Inclusion:

‘To belong’ is a fundamental need, whether as a member of a family, peer group, network,

team or company. It’s human nature to want to be on the inside, not the outside.

Motiva t ion P r ocess

1. Identification of need

2. Tension

3. Course of action

4. Result –Positive/Negative

5. Feed back


Theories of M o tivatio n

Understanding what motivated employees and how they were motivated was the focus of

many researchers following the publication of the Hawthorne study results (Terpstra, 1979).

Six major approaches that have led to our understanding of motivation are Mcclelland’s

Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need

hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms

Expectation Theory, Two factor Theory.

McClelland ’ s Achiev e ment Need Theor y

According to McClelland’s there are three types of

needs;

Need for A c hie v e m ent;

This need is the strongest and lasting motivating factor. Particularly in case of persons who

satisfy the other needs. They are constantly pre occupied with a desire for improvement and

lack for situation in which successful outcomes are directly correlated with their efforts.

They set more difficult but achievable goals for themselves because success with easily

achievable goals hardly provides a sense of achievement.

Need for P o wer

It is the desire to control the behavior of the other people and to manipulate the

surroundings. Power motivations positive applications results in domestic leadership style,

while it negative application tends autocratic style.

Need for affiliation

It is the related to social needs and creates friendship. This results in formation of informal


groups or social circle.

Behavioral Modification Theo r y;

According to this theory people behavior is the outcome of favorable and unfavorable past

circumstances. This theory is based on learning theory. Skinner conducted his researches

among rats and school children. He found that stimulus for desirable behavior could be

strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this

theory may be found in the installation of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward

incase of low standard work may also produce the desired result. However, researches show

that it is generally more effective to reward desired behavior than to punish undesired

behavior.

A brah a m HM a sl o w Need Hiera r chy or D e ficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral

scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of

Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has

wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory

to interpret specific problems in personnel administration and industrial relations.

The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of

five categories. The lowest level needs are physiological and the highest levels are the self

actualization needs. Maslow starts with the formation that man is a wanting animal with a

hierarchy of needs of which some are lower ins scale and some are in a higher scale or

system of values. As the lower needs are satisfied, higher needs emerge. Higher needs

cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This

resembles the standard economic theory of diminishing returns. The hierarchy of needs at

work in the individual is today a routine tool of personnel trade and when these needs are

active, they act as powerful conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety


needs, social needs, ego needs and self actualization needs, as shown in order of their

importance.

Objective


OBJECTIVE OF THE STUDY

1) To know the various factors affecting the motivation of employees.

2) To know how the organizational structure and culture affects the employees motivation.

3) To find out employees preference regarding welfare measures which they like to have in

future.

4) To study the effect of monetary and non-monetary benefits provided by the

organization on the employee’s performance.


Hypothesis


HYPOTHESIS

1) Both internal and external factors of the organization affecting the motivation of

employees.

2) Salary is the most prominent factors affecting the motivation of employees.


Company Profile


COMPANY PROFILE

State Bank of India:

Type

Public

Traded as

NSE: SBIN

BSE: 500112

LSE: SBID

BSE SENSEX Constituent

Industry

Banking, Financial services

Founded

1 July 1955

Headquarters

Mumbai, Maharashtar, India

Area served

Worldwide

Key People

Pratip Chaudhuri (Chairman)

Products

Credit cards


Consumer banking

Corporate banking

Finance and Insurance

Investment- banking

Mortgage loans

Private banking

Wealth management

Revenue

US$ 36.950 billion(2013)

Profit

US$ 3.202 billion (2013)

Total assets

US$ 359.237 billion (2013)

Total equity

US$ 20.854 billion (2013)

Owner(s)

Government of India

Employees

292,215 (2013)

Website

www.sbi.co.in

State Bank of India (SBI) (NSE: SBIN, BSE: 500112, LSE: SBID) is the largest banking and

financial services company in India by revenue, assets and market capitalization. It is a state-owned

corporation with its headquarters in Mumbai, Maharashtra. As of March 2012, it had assets of

US$360 billion and 14,119 branches, including 173 foreign offices in 37 countries across the globe.

Including the branches that belong to its associate banks, SBI has 21,500 branches.

The bank traces its ancestry to British India, through the Imperial Bank of India, to the

founding in 1806 of the Bank of Calcutta, making it the oldest commercial bank in the Indian


Subcontinent. Bank of Madras merged into the other two presidency's banks—Bank of Calcutta and

Bank of Bombay—to form the Imperial Bank of India, which in turn became the State Bank of India.

The Government of India nationalized the Imperial Bank of India in 1955, with the Reserve Bank of

India taking a 60% stake, and renamed it the State Bank of India. In 2008, the government took over

the stake held by the Reserve Bank of India. SBI has been ranked 285th in the Fortune Global 500

rankings of the world's biggest corporations for the year 2012.

SBI provides a range of banking products through its vast network of branches in India and

overseas, including products aimed at non-resident Indians (NRIs). The State Bank Group has the

largest banking branch network in India. SBI has 14 local head offices situated at Chandigarh (Punjab

& Haryana), Delhi, Lucknow (Uttar Pradesh), Patna (Bihar), Kolkata (West Bengal), Guwahati (North

East Circle), Bhubaneswar (Orissa), Hyderabad (Andhra Pradesh), Chennai (Tamil Nadu),

Trivandrum (Kerala), Bengaluru (Karnataka), Mumbai (Maharashtra), Bhopal (Madhya Pradesh) &

Ahmedabad (Gujarat) and 57 Zonal Offices that are located at important cities throughout the country.


Research Methodology


RESEARCH METHODOLOGY

The procedures by which researchers go about their work of describing, explaining and predicting

phenomena are called methodology. Methods comprise the procedures used for generating, collecting

and evaluating data. Methods are ways of obtaining information useful for assessing explanations.

RESEARCH DEFINITION:

The definition of research given by Creswell is "Research is a process of steps used to

collect and analyze information to increase our understanding of a topic or issue". It consists

of three steps: Pose a question, collect data to answer the question, and present an answer to

the question.

Research Design:

The type of research chosen for the study is descriptive research. In descriptive research

various parameters will be chosen and analyzing the variations between these parameters.

This was done with an objective to find out the motivation level of the employees.

Data Sources:

The data collected for the study is mainly through the distribution of questionnaire; to be

precise the data collected for study was both primary and secondary sources.

Primary Data:

Primary data is the information collected for the first time; there are several methods in which

the data is complied. In this project it was obtained by mean of questionnaires. Questionnaire

was prepared and distributed to the employees.

Secondary Data:

Secondary data needed for conducting research work were collected from company

websites, library and search engines.


Nature and Type of Research Study

Universe

Population : All the employees

Sample and sample size : 50

Sampling Methods : Convenient

Methods Of Data Collection

1) Sources Of Data Collection

a) Primary Sources

i. Direct Primary Sources:

Observation method

ii. Indirect Primary Sources:

Data Interpretation or Findings, Questionnaires, etc.

b) Secondary Sources

1) Personal Document

2) Public Or Official Document

2) Tools Of Data Collection:

a) Observation method

b) Mailed Questionnaire Method

c) Survey Method


Data Analysis and

Interpretation


DATA ANALYSIS AND INTERPRETATION

Q.1.Age of the employees.

Age of employees No. of Respondents Percentage

18 -25 5 25%

26-32 2 10%

33-40 4 20%

Above 40 9 45%

Total 20 100%

0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50

5

10

15

20

25

No. of respondents

No. of respondents

ANALYSIS:

Out of 20 employees, 5 employees are between 18-25, 2 employees are between 26-32, 4

employees are between 33-40, and 9 employees are 40 and above.

INTERPRETATION:

It can be interpreted that the maximum number of employees working in the organization are

above 40.


Q.2. Qualification of employees.

Qualification No. of Respondents Percentage

S.S.C 0 0%

H.S.C 0 0%

Graduate 14 70%

Post Graduate 6 30%

Total 20 100%

0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50

5

10

15

20

25

NO. of respondens

NO. of respondens

ANALYSIS:

Out of 20 employees, 0 employees are SSC, 0 employees are HSC, 14 employees are

Graduate and 6 are Post Graduate.

INTERPRETATION:


Graduate.


Q.3. Salary of employees.

Salary No. of Respondents Percentage

5000-15000 2 10%

15000-25000 3 15%

25000-30000 4 20%

Above 30000 11 55%

Total 20 100%

0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.50

5

10

15

20

25

no. of respondents

no. of respondents

ANALYSIS:

Out of 20 employees only 2 employees earn between 5000-15000, 3 employees earn

between 15000-25000, 4 employeea earn between 25000-30000, 11 employees earn between

above 30000.

INTERPRETATION:


earn above 30000.


Q.4.Marital Status of employees.

Marital status NO. of Respondents Percentage

Married 13 65%

Unmarried 7 35%

Total 20 100%

0.5 1 1.5 2 2.5 3 3.50

5

10

15

20

25

NO. of Respondents

NO. of Respondents

ANALYSIS:

Out of 20 employees 13 employees are married, 7 employees are unmarried.

INTERPRETATION:

It can be interpreted that the maximum number of employees are Married working in the

Organization.


Q.5.Gender of employee

Gender No. of Respondents Percentage

Male 14 70%

Female 6 30%

Total 20 100%

0.5 1 1.5 2 2.5 3 3.50

5

10

15

20

25

No. of Respondents

No. of Respondents

Analysis:

Out of 20 employees 14 employees are male, and 6 employees are female.

Interpretation:

It can be interpreted that the maximum number of employees are Male working in the

organization

Q.6.Are you satisfied with your job.


Satisfaction level No of Respondents

Satisfied 95

Partialy Satisfid 5

Not satisfied 0

0.5 1 1.5 2 2.5 3 3.50%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

No of Respondents

No of Respondents

ANALYSIS:

15 employees are satisfied, 5 employees partially satisfied, 0 employees are Unsatisfied, 0

Employees are Neutral.

INTERPRETATION:

Maximum number of employees is satisfied with their job.

Q.7.Satisfactory Level of employees with regards to compensation and other benefit.


Satisfactory level Percentage

Satisfied 6

Partiall satisfied 10

Not Satisfied 14

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

14

16

Percentage

Percentage

ANALYSIS:

It is evident from the above table that 15% of employees are satisfied with the

compensation and other benefits being provided by the company to it employees and 25% are

partially-satisfied and 60% of the respondents are in the Satisfaction level group of Not-

satisfied.

INTERPRETATION:

Thus above table indicate that majority of respondents are in the group of Not-

satisfied.

Q.8.The type of incentives provided.


Satisfactory level No of Respondents Percentage

Financial Incentives 15 30

Non financial Incentives 9 18

Both 26 52

Total 50 100

0.5 1 1.5 2 2.5 3 3.5 4 4.50

10

20

30

40

50

60

No of Respondents

No of Respondents

ANALYSIS:

The table shows that 52% of the respondents are expressing that both financial and non

financial incentives will equally motivate them.

Q.9. Satisfactory Level of employees with regards to incentives provided by the

company for higher productivity.


Monthly Salary Percentage

Satisfied 10

Partially satisfied 9

Not Satisfied 7

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

Percentage

Percentage

ANALYSIS:

It is evident that majority 40% of the respondents are in the Satisfaction Lenel group of

Satisfied, 355 of the respondents are in the satisfaction Level group of Partly-satisfied and

25% of the respondents are in the satisfaction level of Service group of not-satisfied.

INTERPRETATION:

Thus above table indicate that majority of respondents are in Satisfaction Level group of

satisfied.

Q.10. Satisfactory level of employees with recognition of their work by the supervise.



Satisfied 18


Not Satisfied 2

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

14

16

18

20

Percentage

Percentage

ANALYSIS: -

It is evident that majority 80% of the employees are in the Satisfaction Level

group of Satisfied, 15% of the respondents are in the satisfaction level group of partly

satisfied and 5% of the respondents are in the satisfaction level service group of not satisfied.

INTERPRETATION: -

Thus above table indicate that majority of respondents are in Satisfaction Level group

of satisfied.

Q.11.Satisfactory level of employees with regards to suggestion and opinion.



Satisfied 20


Not Satisfied 2

0.5 1 1.5 2 2.5 3 3.50

5

10

15

20

25

Percentage

Percentage

ANALYSIS: -


group of Satisfied, 10% of employees are in the satisfaction level group of partly satisfied

and 10% of the employees are in the group satisfaction level service group of not satisfied.

INTERPRETATION: -

Thus above table indicate that majority of respondents are in Satisfaction Level group of

satisfied.


Q.12.Satisfactory level of employees with regards to promotion provided by the

company.


Satisfied 4


Not Satisfied 18

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

14

16

18

20

Percentage

Percentage

ANALYSIS: -

It is evident that majority 80% of the employees are in the Satisfaction Level group of

Not-Satisfied, 10% of employees are in the satisfaction level group of Partly-satisfied and

10% of the employees are in the group satisfaction level service group of satisfied.

INTERPRETATION: -

Thus above table indicate that majority of respondents are in Satisfaction Level group of Not-

Satisfied.


Q.13.Satisfactory level of employees with regards to training provided by the company.


Satisfied 12


Not Satisfied 4

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

14

Percentage

Percentage

ANALYSIS: -


Satisfied 40% of employees are in the satisfaction level group of Partly-satisfied and 10% of

the employees are in the satisfaction level service group of Not-Satisfied.

INTERPRETATION: -

Thus above table indicate that majority of employees are in Satisfaction Level group of

Satisfied.


Q.14.Satisfactory level of employees with regard to Relationship with Manager.

Satisfactory level Satisfactory level

Satisfied Satisfied

Partially satisfied Partially satisfied

Not Satisfied Not Satisfied

0.5 1 1.5 2 2.5 3 3.50

2

4

6

8

10

12

14

16

18

20

Percentage

Percentage

ANALYSIS: -


Satisfied 10% of employees are in the satisfaction level group of Partly-satisfied and 10% of

the employees are in the satisfaction level service group of Not-Satisfied.

INTERPRETATION: -

Thus above table indicate that majority of employees are in Satisfaction Level group of

Satisfied.


Q.15.Satisfactory level of employees with regard to Adequate and detailed direction

provided by the Manager.


Satisfied 20


Not Satisfied 6

0.5 1 1.5 2 2.5 3 3.50

5

10

15

20

25

Percentage

Percentage

ANALYSIS: -


group of Satisfied 10% of employees are in the satisfaction level group of Partly-satisfied

and 10% of the employees are in the satisfaction level service group of Not-Satisfied.

INTERPRETATION: -

Thus above table indicate that majority of employees are in Satisfaction Level group

of Satisfied.


CO N CLUSION

The study concludes that, the motivational program procedure in SBI Bank is

found effective but not highly effective. The study on employee motivation

highlighted so many factors which will help to motivate the employees. The study

was conducted among 50 employees and collected information through structured

questionnaire. The study helped to findings which were related with employee

motivational programs which are provided in the organization.

The performance appraisal activities really play a major role in motivating the

employees of the organization. It is a major factor that makes an employee feels

good in his work and results in his satisfaction too. The organization can still

concentrate on specific areas which are evolved from this study in order to make the

motivational programs more effective. Only if the employees are properly motivated-

they work well and only if they work well the organization is going to benefit out

it. Steps should be taken to improve the motivational programs procedure in the

future. The suggestions of this report may help in this direction.


SUGGESTION

Most of the employees agree that the performance appraisal activities are

helpful to get motivated, so the company should try to improve performance

appraisal system, so that they can improve their performance.

Non financial incentive plans should also be implemented; it can improve the

productivity level of the employees.

Organization should give importance to communication between employees and

gain co-ordination through it.

Skills of the employees should be appreciated.

Better carrier development opportunities should be given to the employees for

their improvement.


Limitations


LIMITATIONS OF THE STUDY

The limitations of the study are the following

The data was collected through questionnaire. The responds from the

respondents may not be accurate.

The sample taken for the study was only 50 and the results drawn may not be accurate.

Since the organization has strict control, it acts as another barrier for getting data.

Another difficulty was very limited time-span of the project.

Lack of experience.


Bibliography


BIBLIOGRAPHY

Books:

1. HR & Personnel management – Aswathappa.

2. Personnel & Human Resource Management – P.Subba Rao

3. Argyris, c. personality and organization

Websites:

www.sbi.com www.sbi.in www.wikipedia.org


http://www.sbi.in/

http://www.sbi.com/

Appendix


APPENDIX

Q.I - Age of the employees. a) 18-25 b) 26-32 c) 33-40 d) Above 40

Q.2 - Qualification of employees. a)SSC b)HSC c) Graduate d) Post- Graduate

Q.3 - Salary of employeesa) 5000-15000b) 15000-25000c) 25000-30000d) Above 30000

Q.4 - Marital status of employees. a) Married b) Unmarried

Q.5 - Gender of employees. a) Male b) Female

Q.6- Are you satisfied with your job. a) Satisfied b) Partially satisfied c) Not satisfied

Q.7- Satisfactory Level of employees with regards to compensation and other benefit.

a) Satisfied

b) Partially Satisfied

c) Not Satisfied

Q.8-The type of incentives provided.

a) Financial Incentives


b) Non Financial Incentives

c) Both

Q.9-satisfactory level of employees with regard to incentives provided by the company for higher productivity.

a) Satisfied


c) Not Satisfied

Q.10. Satisfactory level of employees with recognition of their work by the supervise

a) Satisfied


c) Not Satisfied

Q.11.Satisfactory level of employees with regards to suggestion and opinion.

a) Satisfied


c) Not Satisfied

Q.12.Satisfactory level of employees with regards to promotion provided by the company.

a) Satisfied


c) Not Satisfied

Q.13.Satisfactory level of employees with regards to training provided by the company

a) Satisfied


c) Not Satisfied

Q.14.Satisfactory level of employees with regard to Relationship with Manager.

a) Satisfied


c) Not Satisfied


Q.15.Satisfactory level of employees with regard to Adequate and detailed direction provided by the Manage.

a) Satisfied


c) Not Satisfied


Motivations

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